240 INTERNALCOACHING
impact these skills had on the finished car. And since that time, Dave has
helped him expand, develop, and apply these same basic skills to other, more
advanced projects.
Ultimately, each individual employee must take responsibility for his or
her own professional development. But leaders have a responsibility to sup-
port employee development, provide ongoing feedback and coaching, and en-
sure that employees develop some plan for their own growth.
Although many organizations have a formal employee development plan-
ning process, an effective leader-coach can support their team members by:
•Encouraging self-evaluation to determine the career aspirations of
each individual. It helps to understand your destination before you
begin the journey.
•Providing feedback on their specific strengths and weaknesses, partic-
ularly any gaps that may exist in skill sets required for them to follow
their preferred path.
•Defining and documenting a plan to fill the gaps or develop the skills
they will need to succeed. Coaches can play a critical role in helping
employees uncover the best learning opportunities and helping apply
them to the needs of both their individual career and the success of
the business.
•Making sure the plan is implemented and evaluated, and that it is de-
veloped and expanded in the future.Effective Coaching: Performance and Results
Ultimately, the development of employees is dictated by how they evaluate
their own performance, and how it is evaluated by the organization. Employ-
ees who monitor and adjust their activities, and capitalize on learning oppor-
tunities to address performance successes and failures, will have the best
long-term growth.
Here again, the leader-coach plays a critical role. A coach’s feedback should
be timely, specific, and as positive as possible. Input should focus on compe-
tencies (how the job was done) and on performance toward goals (what was ac-
complished). By providing ongoing input, and dealing quickly and directly with
any issues that may arise, the coach develops a stronger relationship with the
employee and prevents minor incidents from becoming significant problems.
Ideally, both will view their relationship as a partnership to develop the em-
ployee’s career and professional growth.