Here are 7 Steps to Coaching Your Employees to Success

How often do you engage your employees in coaching for betterment of the business organization, I bet you do it whenever a mess sets in. I think we need to change such a routine, coaching needs to be more often, this will ensure that the organization is always in smooth operation, which always minimizes chances of risks taking place. There is always a the best way of doing it.

Here are seven steps, when followed, can help create a positive environment for providing feedback.

1: Build 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, conducting an effective coaching meeting is impossible.

2: Open the Meeting
In opening a coaching meeting, it's important for the manager to clarify, in a no evaluative, no accusatory way, the specific reason the meeting was arranged. The key to this step is to restate in a friendly, nonjudgmental manner the meeting purpose that was first set when the appointment was scheduled.

3: Get Agreement
probably the most critical step in the coaching meeting process is getting the employee to agree verbally that a performance issue exists. Overlooking or avoiding the performance issue because you assume the employee understands its significance is a typical mistake of managers. To persuade an employee a performance issue exists, a manager must be able to define the nature of the issue and get the employee to recognize the consequences of not changing his or her behavior. To do this, you must specify the behavior and clarify the consequences.

offer additional suggestions, and ask the employee to explain how to resolve the issue under discussion.

5: Get a Commitment to Act
The next step is to help the employee choose an alternative. Don't make the choice for the employee. To accomplish this step, the manager must be sure to 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
Employee excuses may occur at any point during the coaching meeting. 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. Respond empathically to show support for the employee's situation and communicate an understanding of both the content and feeling of the employee's comment.

7: Provide Feedback
Effective coaches understand the value and importance of giving continual performance feedback to their people, both positive and corrective.