The following blog post will examine the 4 A's of coaching and how we can leverage them to build better employee performance:
- Attitude - do you, as a coach, possess the proper attitude toward coaching? Before you answer, do you look at employees when they make mistakes with anger or frustration? Or do you look at it consistently as an opportunity to build a better employee?
- Actions - When coaching are you facilitating actions such as reading, role-playing, discussions, case study reviews, etc? Actions are elements that foster improvement in specific areas of performance unique to each employee. Coaching cannot be about just talking, rather, actions are what build skills and confidence.
- Ask - Do you ask questions on a consistent basis. For example, do you ask "self-actualized" questions? A self actualized question is typically a "what" question combined with a success imperative. For example, "what will you do to successfully overcome this challenge?
- Accountability - This is the biggie! Accountability takes on many forms and thoughts as it relates to coaching. Do you have leaning projects due between coaching sessions? This helps develop better performance while you, as the leader, are not present. In addition, it tests the accountability and commitment of the employee toward their willingness to get better.
Free Whitepaper: The 4 A's of Coaching