Coaching, Mentoring and Managing: A Coach Guidebook

• Openly and honestly letting associates know what
  they are doing in relation to their own performance
  and the team.


• Discussing performance in terms of their potential.

6. Recognize and reward performance based on
   individual improvements.
   You enable this by:

• Expressing appreciation for the work and the
  team member.


• Calling attention, privately and publicly,
  to improvements.


• Celebrating accomplishments.

7. Establish a work environment that respects and
   facilitates individual responsibility and self-growth.
   You enable this by:

• Establishing relationships with team members that
  honor them as capable and talented individuals.


• Underscoring their strengths and achievements.


• Sharing insights, success stories and resources.
  Notice how each ingredient emphasizes one approach more
  than another within the StaffCoach™ Model. Coaching sets
  expectations, mentoring furthers understanding, counseling sets or
  resets direction. All three roles involve, give feedback, reward and
  encourage self-development. High-performing teams are
  interactive and interdependent; these basic ingredients of
  StaffCoaching™ minimize the frictions and challenges.

Tools for Your Team ..........................................................................................

StaffCoaching™ gives your associates innumerable tools.

Consider: Your purpose is to improve performance in order to get

results for your organization. You get those results through

coaching, mentoring and counseling your people to achieve

greater performance. By adapting your approaches of supporting

and encouraging, energizing and instructing, guiding and

Coaching, Mentoring and Managing

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