Coaching, Mentoring and Managing: A Coach Guidebook

Once you have clearly identified where each team member is

in her individual development and how that performance impacts

the team, you will be ready to move on with specific steps that

maximize each team member’s growth potential. Remember, the

performance level and the individual guide you in choosing a

StaffCoach™ role.

Steps in the StaffCoach™ Model to

Maximize Potential

Step No. 1. “Assess Present Performance,” is where success

starts, as illustrated on the Five-Step StaffCoaching™ Model

shown here. Once you have established your employee’s present

performance level, you are ready to 2) coach, 3)

mentor or 4) counsel, as the situation warrants.

This is why different behaviors are required for

different people and different behaviors may be

required for the same person. How you coach

depends on your assessment of the situation, the

requirements and the results. This explains why

even though predictable bosses are appreciated

and enjoyed, they aren’t always effective.

Teaching the old leadership styles of autocrat,

democrat or free rein fall short regardless of

personality or need because of the reality of

diversity within an individual and within a team.

You may use only one approach with an

individual and you may use two or all three with

the same person. It depends on her performance.

Step No. 2.If a person is achieving average

or standard performance, you’ll respond in the role of coach.

Step No. 3.For those delivering above-average performance,

you respond in the role of mentor.

Step No. 4. Team members operating at below standard

performance need your involvement in the role of counselor.

Coaching, Mentoring and Managing

2

StaffCoaching™:

The Coaching Process

Coaching Mentoring Counseling

Team

Involvement

Assess

Present

Performance

The way to get

anywhere is to

start from where

you are.