Coaching, Mentoring and Managing: A Coach Guidebook

The top 10 difficulties to watch for are the following:

1. You don’t determine what is worthy performance.


2. You aren’t clear about what you expect.


3. You don’t have enough information about your people.


4. You are inflexible about how to perform.


5. You lose it when your employee is negative toward
   your coaching.


6. You become defensive.


7. You don’t get feedback or suggestions or solutions from
   your people.


8. You don’t listen to what your people are saying.


9. You don’t hold individuals accountable for their
   performance measures.


10. You fail to reinforce improved performance.

Steps for Effective Coaching Interactions .........................................................

Whenever you coach your people, your approach will depend

on the situation and what you are attempting. The following steps

give you a general guideline for interacting with your people.

Using it will keep you out of the 10 pitfalls just listed.

1. Put the employee at ease by being warm, friendly
   and open.


2. Clearly and immediately define what you want to
   discuss.


3. Explain why you are concerned about the specific area
   of performance even though the employee is
   meeting standards.


4. Describe what the employee can do to use more of
   his potential.


5. Acknowledge and listen to the employee’s feelings.


6. Ask how the employee thinks he can move his
   performance to the next level.

Coaching, Mentoring and Managing

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