Five Step Approach to a Coaching Session

There are many skills that impact becoming an exceptional supervisor, however, none of them could compare to developing effective coaching skills.

Coaching is a powerful approach to developing employees. Coaching focuses on improving job skills and knowledge and confirming the results meet expectations. Supervisors and managers need to routinely coach – at least monthly. Coach employees on new techniques to make their job performance improve or when regulations change, for instance. Coaching encourages employees to evaluate their performance, reinforces satisfactory performance, and can be an outstanding tool for improving productivity and behavior. Because coaching focuses on communication and ensuring ongoing feedback, employees generally value the approach.

Differences in employees, tasks, and circumstances make every coaching discussion you have unique. Some discussions will be long and complex; others, short, covering a single topic. However, every coaching discussion should follow an approach that ensures that the practical need to understand and accomplish the goal of the meeting is met.

Whatever types of coaching interactions you have, you can put this 5 step approach to work for you.

 

1. Launch

The launch sets the stage for the discussion and provides focus. It is the time to cover the discussion’s purpose and why it is important to everyone involved and to the task at hand.

• State the purpose and importance of the discussion.
• Review or create an agenda.
• Find out if the employee has topics to add to the agenda.

 

2. Explore

This is the fact-finding step.

• Review background information.
• Raise issues and concerns.
• Don’t jump to conclusions.

 

3. Develop

Explore appropriate topics by asking questions and sharing ideas to help the employee determine the best way to goal achievement.

• Develop and explore alternative solutions or actions.
• Ask questions.
• Challenge assumptions.

4. Agree

Before closing the discussion, it is important to check for agreement.

• Agree on solutions.
• Summarize – this is the job of the employee to confirm understanding and clarify who has agreed to do what by when.
• Provide encouragement, but make sure the other person remains responsible for taking action.

5. Conclude

• Make sure all follow-up dates (for taking action, reviewing progress, continuing the coaching discussions, etc.) have been set.
• Document the summary, any agreements and all follow-up actions.
• Express confidence regarding the employee taking the action agreed upon.

Put this 5 step approach to work for you as you elevate your effectiveness in coaching others. You will be glad you did!

Still learning,

Honey

They Just Don't Get It!

How long has it been since you've said that? We have all been there, that's for sure. When we find ourselves thinking or saying 'someone doesn't get it' there’s no doubt our bell has been rung! Has your bell rung lately?

I used to hang out in the “I am frustrated about you lane” a little too much. It's a stressful place if you're there very long. I am well acquainted with the bell ringing and so is everyone else that manages or trains other people! Or works with the public! Or attempts to live with other people! Or drives in traffic!

So here's what I found out. It never dawned on me that I could choose whether or not to frustrate! Everything I do is motivated by my conscious or unconscious belief that it's in my best interest. The issue becomes – okay, just how do I learn what is and what isn't in my best interest. The key is gaining and maturing the knowledge I use to self-evaluate and self-correct.

I have learned a great deal about self-evaluation and self-correction techniques. I was taught by the masters - William Glasser, MD and Bob Wubbolding, EdD of a process duped WDEP. The acronym stands for:

• Wanting – what do I want?
• Doing – what do I need to do to get it?
• Evaluating – is the want good for me? Is what I am doing helpful?
• Planning – what will be my plan to get what I want?

Both men are accomplished authors. Dr. Glasser, an internationally recognized psychiatrist who is best known as the author of Choice Theory, a method of psychotherapy he created in 1965 and that is now taught all over the world. Dr. Wubbolding is the premier teacher and practitioner of this theory. I completed the Glasser Institute's three year program and obtained certification in Reality Therapy several years ago. I teach WDEP every opportunity that comes my way.

Speaking of teaching... if your job includes training others, join me for Train the Trainer Boot Camp and you will find out that there are critical factors in transferring training to learning. Put an end to people driving your crazy because you have trained them, you have told them and they didn't learn! It’s time to hang up your bell!

Still learning,
Honey

Clear a Path for Training to Stick

In all service industries, like a bank or a credit union, well done training can help build more business. Untrained or unskilled staff can run business off. Bank and credit union trainers have their hands full trying to build and provide training. Especially meaningful, effective training that fits a tight time frame and doesn't impede the work flow when people are pulled off the job to attend learning opportunities.

These same trainers need training. Invest in your trainers by providing them with what they need to contribute to the quality of learning at your company! Train the Trainer Boot Camp will give your trainers what they need in order to map out the training route and get the company to the destination that is spelled out in your vision and strategic plan!

When it comes to quality training, training that sticks, set your sights on your destination, map out the route and pay the toll. Clear a path for training to become a rock solid contributor to your culture, efficiencies and bottom line.

Everyone invested in your company hopes that the staff – from top to bottom - is well-trained. Are you using hope and luck as your strategies for making training a priority or do you enjoy the comfort that comes with developing well-heeled, training professionals, strategic goals and a strongly communicated plan? I am sure you would agree you need to rely on more than hope when it comes to people knowing how to do their job so that the company can build a well-earned reputation for excellence among customers, regulators, peers, investors and the community.

Let me ask you this, at times do you find yourself thinking we sure are lucky that we have people who know what to do and how to do it? Certainly, being grateful for the talent and skills of the staff is admirable and a best practice when expressed. However, should the hope and luck strategies crash, you will be even more grateful you aren't working in a hospital!

Why wouldn't the company want to take the same stance as a highly respected hospital or a well-run restaurant when it comes to training? Training is about preventing problems, solving problems, enhancing confidence and building collective and individual intelligence. Give your trainers the support they need so they can help clear the path for training to stick.

Still learning,

Honey

Get on Your Mark, Get Set to Use Short Cuts!

Last time, our Project/IT Coordinator, Maarten Cappaert, showed us some helpful tips and short cuts to get more targeted search results when searching the internet for information. This time, he shows us some other neat things that you didn’t you know you could do with Google!

• Set timer for 10 minutes. This turns google into a countdown clock, complete with audio alerts when the set time is over. This is a great tool to keep control of your time. Set it to any time you want in hours, minutes, seconds.
  
• Stock Ticker. Turn Google into a stock ticker just by entering any stock code. Want to keep track of Apple? Just type AAPL and hit search.
• Tracking Numbers. No need to go to the package delivery service’s website to look for a tracking tool buried somewhere on their website. Just enter the Tracking number in Google for instant results.
• Google Recipes. Did you know Google has a sub-site, dedicated to recipe search? You can even specify a calorie count, exclude or include specific ingredients, or tell it how much time you wanna spend cooking. Try it here

• Dictionary. Google define followed by any word you need the definition for without having to consult a dictionary.
  

• Calculations. Use Google as your calculator, it even solves graphic equations. Here’s a full list of what it can do!

• Unit conversions. Always wonder how many miles are in one light-year? Ask google 1 light-year to miles to know the answer. If you are not the captain of the USS Enterprise it works for temperatures, weights and more earthly distances too!

• Sports. Big sports fan? Just type the name of your favorite team to see a schedule, game scores and more.

If you also read Maarten’s tips in part one, you should be a genuine internet wizz and have some new tricks up your sleeve to optimize your time management skills!

Still learning,

Honey