2
- What has satisfied you most about your job performance
in recent months? - What has frustrated you most about project duties?
- What is the thing you feel you contribute best as a
member of our team? - What changes have you recommended in your job over
the past year? - What training has best prepared you to do what you do?
- Are there aspects of your job for which you feel
unequipped in any way? - What is the one area of your job you would like to
improve in?
These questions give you insights that guarantee your
coaching will connect. You will want to phrase these nine
questions in a way that feels comfortable to you. But when
workers are questioned during the employee/coach “face-to-face
phase,” employees will usually give you the information you need
to proceed to the next phase.
Caution: Rather than ask these questions from a list or make
notes during your employee’s responses, let the questions sound
spontaneous and conversational. While it is natural that, as a
coach, you inquire about the person, it isn’t helpful to sound like
you are grading the team member. Immediately after the
discussion, you can record your question-by-question impressions
and recollections, but not while you are talking.
The Recap Phase
In addition to recording concrete responses to the nine
questions posed, it is also helpful to record your impressions of the
discussion on a form that focuses on some of the more intuitive,
subjective or abstract aspects of the meeting. Why? Because you
are attempting to determine the correct StaffCoach™ approach
needed by each team member: coaching, mentoring or counseling.
All the data you can gather to help your employee in this regard
should be considered. Toward that end, many coaches have found
the following post-interview form to be a valuable tool for
The Five-Step StaffCoaching™ Model“Coaching is hard
to explain. I’m not
a psychologist — I
think it all comes
down to a
disciplined will.”
— Vince Lombardi