2. Article Overview
➔Using Coaching approach to develop employees to reach full potential
➔Most employer meet with workers once a year. What about other 364 days?
➔Coaching approach allows your staff opportunity to grow with consistent
feedback, counseling, and mentoring
➔Done incorrectly can make employees feel berated, unappreciated, and even
punished
3. Article Overview (cont.)
➔Seven Steps to follow..
◆ Build a relationship of mutual trust
◆ Open the meeting
◆ Get agreement
◆ Explore alternatives
◆ Get a commitment to act
◆ Handle excuses
◆ Provide feedback
4. 7 Steps
1. Building a relationship of mutual trust: The foundation of any coaching relationship is rooted
in the manager's day-to-day relationship with the employee. Without some degree of trust coaching
approach is ineffective
2. Opening the meeting: it's important for the manager to clarify, in a non evaluative, non accusatory
way, the specific reason the meeting was arranged. :
3. Get Agreement: critical step in the coaching process is getting the employees to agree verbally that
an issue exists.
4. Explore alternatives: explore ways the issue can be improved or corrected by encouraging the
employees to identify alternative solutions. Consider and to discuss each alternative advantages and
disadvantages.
5. 7 Steps (cont.)
5. Get a commitment to act: get a verbal commitment from the employee regarding what action will
be taken and when it will be taken. Be sure to support the employee's choice and offer praise.
6. Handle excuses: To handle excuses, rephrase the point by taking a comment or statement that was
perceived by the employee to be blaming or accusatory and recast it as an encouragement for the
employee to examine his or her behavior.
7. Provide feedback: understand the value and importance of giving continual performance feedback,
both positive and corrective.Positive feedback strengthens performance. People will naturally go the extra
mile when they feel recognized and appreciated.
6. System
System is a collection of parts (or subsystems) integrated to accomplish an overall goal
Systems have input, processes, outputs and outcomes, with ongoing feedback among these various parts.
Systems are made up of components
Coaching your employees is somewhat a system
11. Socialization
a continuing process whereby an individual acquires a personal identity and learns the norms, values, behavior,
and social skills appropriate to his or her position
COACHING CAN MAKE THE PROCESS EASIER!!!
13. Anticipatory Socialization
Process in which non-group-members learn to take on the values and standards of groups that they aspire to join, so as to ease
their entry into the group and help them interact competently once they have been accepted by it.
14. Encounter
Sense making stage that occurs when a new employee enters the organization. The
newcomer must let go of old roles and values in adapting to the expectation of the new
organization.
15. Metamorphosis
The state reached at the “completion” of the socialization process. The new employee
is accepted as an organizational insider.
16. Role Development through coaching
Accomplishing work through roles
Role is built through interaction
Supervisor is critical in role development (supervisor could use seven steps from
article to coach members into their roles)
