Coaching, Mentoring and Managing: A Coach Guidebook

Example

Coach:

Jenny, I really like the way your company newsletter has

caught on and the way you are handling it along with all

your other duties.

Jenny:

I enjoy it.

Coach:

I can tell! I don’t know if you realize it or not, but you

have averaged working about three more hours per week

since you began doing this newsletter, and you haven’t

been late to work once in the last four weeks.

Jenny:

I knew I was probably working a little harder.

Coach:

You really are. I think you have solved the attendance

problem we talked about last February. The newsletter

idea was a great way to make use of your interests!

Remember, the “P” in RAP makes the process work. Help

your team members identify goals that excite them and

maximize their capabilities.

Consequences Determine Performance

The best way to change performance is to carry out

appropriate consequences. Consequences are essential! If an

employee constantly performs unsatisfactorily, examine the

consequences of that behavior. If no negative consequences exist,

guess what? The behavior will continue. And if no positive

consequences exist for changing the behavior, guess what? No

change. The consequences (negative or positive) must fit the

behavior in order to change it — and they must be implemented

immediately and consistently.

1 Coaching, Mentoring and Managing

The best way to

change performance

is to carry out

appropriate

consequences.