Coaching Employees The Right Way

Coaching is one of those extremely valuable things that people do at work for their employees. This is not just a good way for you to help mold would-be leaders of the company, but this is a great help to anybody seeking ways to be better at what they do, regardless of whether they want to be company leaders or not. Employee coaching can always be done with the assistance of a consultant or a career expert, but if you're not yet ready to take this step, then you yourself can take on the role of a coach and mentor to an employee.

As a coach, you have to make sure that you're not just leading the way and simply showing how things are to be done. You're there as a guide, not as someone spoonfeeding information and techniques. You want the other person to be able to stand on his or her own without having to constantly look to you for support and answers. Instead of giving outright instructions, make suggestions and then do a comparison of the results that were achieved with the employee's original way of doing things and with the way you suggested them to be done.

Take this further by letting the employee take the lead, mapping out a strategy, formulating ideas, and the like. This not only lets you see how well he or she can conceptualize and follow through on a plan, but it also shows how well he or she knows the job. It also provides you with an opportunity to step in if needed.

You also need to make sure that your employee is comfortable with you, so always watch your tone of voice, your choice of words, and how you wield non-verbal communication. The aim is for the other person to be receptive to your ideas, not to put his or her defenses up.

When coaching employees, the important thing to remember is to just be there and help to boost your employee's confidence. It's vital that you express approval when necessary and note on any improvements and achievements. You should opt to strike instantly when you spot a slip-up; simply provide feedback and let the employee get on with correcting it. You are not there to lay blame and criticism, but should be someone who is supportive and can help the employee figure out how to do things correctly and confidently.

Source: http://ezinearticles.com/6280554

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