coaching for better performance
With the ubiquity of social media, the 24-hour news cycle, and instant access to global markets, the business world has become more complex and competitive than ever. In order to stay ahead of the curve, organizations must continuously innovate and adapt. This means that employees must be able to quickly learn new skills and knowledge.
For example, imagine that you are the manager of a small team of customer service representatives. Your team is responsible for handling customer inquiries and complaints via phone, email, and social media. Recently, you have noticed that the quality of your team’s work has been slipping. Customers are waiting longer for responses to their inquiries, and more complaints are being filed.
After speaking with your team, you realize that they are feeling overwhelmed by the increasing volume of work. They are also unclear about some of the new procedures that have been put in place. You decide to provide coaching to help your team members improve their performance and better handle the workload.
You meet with each team member individually to discuss the areas where they need improvement. You also provide them with specific feedback and guidance on how to improve. In addition, you spend time teaching them new skills and knowledge that will help them be more effective in their jobs.
After a few weeks of coaching, you notice a significant improvement in your team’s performance. They are able to handle more work without feeling overwhelmed, and the quality of their work has improved.
What is Coaching?
Coaching is a process that helps people learn and develop new skills and knowledge. When done well, coaching can help employees improve their performance, solve problems more effectively, and become more engaged in their work.
Some of the benefits of coaching include:
1. Improving performance
The most obvious benefit of coaching is that it can help employees improve their performance. By providing specific feedback and guidance, coaches can help employees identify areas where they need to make changes. They can also help employees develop the skills and knowledge they need to be more effective in their jobs.
2. Encouraging learning
Coaching also encourages learning. When employees are given the opportunity to learn new skills and knowledge, they are more likely to be engaged in their work. They are also more likely to apply what they have learned to other areas of their work.
3. Building relationships
Coaching can also help build relationships between managers and employees. By spending time talking with employees about their work, coaches can get to know them better. This can lead to more trust and communication between managers and employees.
4. Improving morale
Coaching can also improve morale by helping employees feel like they are valued and that their work is important. When employees feel good about their work, they are more likely to be engaged and productive.
5. Reducing stress
Finally, coaching can help reduce stress by providing employees with the tools they need to handle their work more effectively. By helping employees develop new skills and knowledge, coaches can help them feel more confident in their ability to do their jobs. This can lead to less stress and more enjoyment of their work.
How to Coach for Better Performance?
When coaching employees for better performance, there are a few things to keep in mind:
1. Set clear expectations
The first step is to set clear expectations. Employees need to know what is expected of them and what they need to do to improve. Be specific about the areas where employees need to make changes. The more specific you are, the easier it will be for employees to make improvements.
2. Provide feedback
The second step is to provide feedback. Feedback should be given regularly and should be specific. For example, instead of saying “you’re doing a great job,” say “I noticed that you were able to handle that customer’s complaint quickly and efficiently.”
3. Encourage learning
The third step is to encourage learning. Employees need to be given the opportunity to learn new skills and knowledge. This can be done by providing training, reading material, or other resources. In addition, coaches should spend time talking with employees about their work and how they can improve.
4. Be supportive
The fourth step is to be supportive. Employees need to feel like they are valued and that their work is important. Be encouraging and positive when talking with employees. let them know that you are there to help them improve.
5. Follow up
The fifth step is to follow up. After providing feedback or guidance, follow up with employees to see how they are doing. This will help you see if they are making progress and help you identify any areas where they may need additional support.
Coaching GROW Model
The GROW model is a coaching framework that can be used to help employees improve their performance. The model helps coaches identify the goal of the coaching session, the current reality, the options for change, and the way forward.
1. Goal
The first step is to identify the goal of the coaching session. What do you want to help the employee achieve? Be specific and realistic in setting the goal. It should be something that the employee can reasonably accomplish in the time frame of the coaching session.
2. Reality
The second step is to assess the current reality. What is the employee currently doing that is not meeting the goal? What are the obstacles that are preventing the employee from achieving the goal? It is important to be honest and objective in this step.
3. Options
The third step is to identify the options for change. What are some different ways that the employee could meet the goal? What are the pros and cons of each option? It is important to consider all potential options, even if they seem unrealistic.
4. Way forward
The fourth step is to decide on the way forward. What is the best option for the employee to achieve the goal? What steps need to be taken to implement the chosen option? Be specific in this step and make sure that the steps are realistic. When possible, create a timeline for each step.
By following these steps, coaches can help employees improve their performance and reach their goals. The GROW model is a simple yet effective tool that can be used to help employees in any organization.
Credit Note: GROW was created by Sir John Whitmore and colleagues in the late 1980s
The Bottom Line
Coaching is a valuable tool that can help employees improve their performance, solve problems more effectively, and become more engaged in their work. When done well, coaching can have a positive impact on both employees and the organization.
By following the tips above, you can ensure that your coaching efforts are effective and helpful to your employees.
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