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I ensure that coaching always begins with a discussion of strengths/things that went well before turning attention to areas for development. Moreover able to use the appropriate management tool (coaching, problem solving/corrective action, providing feedback/information, training, and counseling) depending on the specific situation.
When you start overall assessment of the organization must inform the Director that the Rating purpose of improving the performance of the staff to make sure the performance of the work and knowledge of the strengths and weaknesses through the record is up to the employee during the evaluation period required when reviewing the record is to sit down with the employee and discuss points and work together to improve the during the training sessions scheduled to be agreed upon with management training to make sure of improving the performance after training
Coaching is a process where the best reults comes in a non-threatening enviornment. Hence the raport or the relationship between the manager as a coach and the employees plays a major role in creating a buy-in for the entire coaching process. Once that is set then it is an analysis of what is happening currently (AS IS) . Figuring out what went well and what could have be improved, redoing the entire scenario or similar scenarios with application of developmental inputs one by one. As the saying goes anything which you do for certain period becomes a habit, these developmental correctives must be done consciously at the begining and as time goes by it becomes a practice. Thats how an effective and farsighted coaching by the supervisor can induse the positive changes in the employees and make a way for them to succeed. And once if an employee taste the success he needs to be retained and there is where the supervisor can play a role of a motivator and retainer.
