A Coaching Responsibility
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• Page 1 of 1
by onioncrafty » Wed Nov 11, 2015 4:09 am
Hello guys! I need your view about my new work assignment. It is all about coaching. My task is to implement development plans and improve employees working skills. In connection with this, our department head wanted me to get ready with a coaching responsibility. He believes that I need to have a training to handle it effectively. Would you know mind sharing any tips or pointers that would help me with my recent responsibility?
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by Richard@DecisionSkills » Wed Nov 11, 2015 5:08 am
-1- How many employees?
-2- Which skills are you suppose to coach? Soft skills, safety, technical skills?
-3- What is the current approach?
-4- What is your experience in coaching?
-5- What are your resources? Access to a budget, technology?
The reason these questions are important is because there is huge difference between developing a program for 10 employees than for 100 or a 1000 employees. And there is a huge difference between developing a comprehensive coaching program verses a target program. And the amount of work you face is vastly different modifying an existing program than building one from scratch. And the "tips" and "pointers" that will help depend on what experience you already have with coaching as these must be part of the expectations in hiring you. For instance, if you are suppose to coach on customer service, but you have no training in customer service then that will be a factor.
-2- Which skills are you suppose to coach? Soft skills, safety, technical skills?
-3- What is the current approach?
-4- What is your experience in coaching?
-5- What are your resources? Access to a budget, technology?
The reason these questions are important is because there is huge difference between developing a program for 10 employees than for 100 or a 1000 employees. And there is a huge difference between developing a comprehensive coaching program verses a target program. And the amount of work you face is vastly different modifying an existing program than building one from scratch. And the "tips" and "pointers" that will help depend on what experience you already have with coaching as these must be part of the expectations in hiring you. For instance, if you are suppose to coach on customer service, but you have no training in customer service then that will be a factor.
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by Kiruba Murugesh » Thu Nov 12, 2015 2:30 pm
Nowadays, most of the employee needs stress relief counselling programs.
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by whybotherwhynot » Fri Nov 13, 2015 4:42 am
Tips:
1. Listen, listen, listen to the employees attentively
2. Be nice, kind and firm - don't be mean or a snob
3. Treat employees with respect and fairness - do not play favoritism or discrimination, which would/could cause lots of conflicts/frictions among employees, and employees and you (leader or manager). Don't play "my way or the high way"
4. Do not judge/criticize employees promptly
5. Do not punish or suspend any employees before investigate incidents carefully
6. Lead/coach by examples
7. Build trust based on the pointers above
8. Gather ideas/opinions from employees through meetings, casual chats and survey forms
9. Encourage employees to attend in-services, education programs and EAP (Employee Assistance Program)
10. Show appreciation when employees do a good job. Say Thank You often
The above are a few. You can think more.
1. Listen, listen, listen to the employees attentively
2. Be nice, kind and firm - don't be mean or a snob
3. Treat employees with respect and fairness - do not play favoritism or discrimination, which would/could cause lots of conflicts/frictions among employees, and employees and you (leader or manager). Don't play "my way or the high way"
4. Do not judge/criticize employees promptly
5. Do not punish or suspend any employees before investigate incidents carefully
6. Lead/coach by examples
7. Build trust based on the pointers above
8. Gather ideas/opinions from employees through meetings, casual chats and survey forms
9. Encourage employees to attend in-services, education programs and EAP (Employee Assistance Program)
10. Show appreciation when employees do a good job. Say Thank You often
The above are a few. You can think more.
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by manifestmillennial » Mon Jan 11, 2016 8:46 am
tap into the motivation of workers - get to know what makes them tick. Why do they have the job? What is it about the job that makes them interested in it? What are there future aspirations. You will then have the tools to convey your messages to each employee in their own particular style.
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