The Powerful Act of Coaching Employees

The reasons for its failure are numerous, but its biggest flaw is that it is the equivalent of looking in the rearview mirror to see where the employee has been—and perhaps failed. Why not look ahead, through the windshield, to see where the employee can successfully go? Additionally, since performance reviews occur once a year, if at all, they require us to look back over a long period of time. Any corrective solutions are too late to do any good.

Coach early and often…… Early, to catch potential problems before they happen. Often, because continuous interest and feedback virtually guarantee better performance. Coaching employees provides counsel in real time and clearly identifies goals in the context of the employee’s job. Good coaches understand the current reality of the employee’s world, and are aware of issues that might prevent a worker from reaching his or her goals. Good coaching provides the development strategies that allow an employee to achieve his or her goals. How do we get there from here? How do we make the transition from once-a-year reviews and appraisals to an atmosphere of coaching? First, take a look at today’s annual performance practices and why they aren’t always the best. Then determine the steps necessary to progress in the right direction.

Download The Powerful Art of Coaching Employees Executive Briefing for more information.