To ensure coaching sessions are successful, coaches should keep in mind their approach and their receptivity to what the trainee really needs.
Look at the following problems and solutions:
- A staff member will not admit that their behavior was wrong.
- Ask open questions about what happened and how they felt about it.
- Challenge their belief.
- Ask them what they think an appropriate response to the situation would be if it were someone else.
- Describe someone else’s response to a similar situation, without naming names.
- Model the accepted behavior.
2. An employee agrees with what you say, but you feel they are not really committed to change.
- Ask them to write their goals related to the change, and then check in with them to make sure action steps are followed.
- Challenge their answers (politely) and ask what would prevent them from committing. Perhaps there is a minor change you can make that will help them to reconsider.
3.The individual refuses to accept responsibility.
- Ask them what support or materials they need to succeed. How can you help them?
- What specifically is not being done properly?
- What suggestions do they have to get the work completed satisfactorily?
4. When do you know it is time to give up on coaching an employee?
- When the employee is not willing to make any changes.
- When there is no support from management, or when management is the problem, and they are not going to change.
- When you have given the employee all you have to offer.
5. Ways to start a coaching conversation:
- Jack, I know you really want that supervisory promotion next year. Can we talk about some ways that I can help you achieve that goal?
- Jackie, you mentioned last week that you want to improve your performance review results, particularly in the timeliness area. Do you think coaching could help you?
