Somewhere along the way coaching employees has gotten the incorrect reputation of being this cute, soft, cuddly feelings focused hoo rah rah. Believed to be nothing but a superficial moral boost with no result producing capabilities, the employee coaching concept has been brushed off by many who continue to manage (and lose) employees using more “traditional”..
Look, if we engage with employees on a day to day basis and, most managers do, why not make the most of it? But how does a manager do that? First we need to be equipped with three fundamental first steps to start the coaching process:
Bad Attitudes can hinder a business, but with coaching they can be solved. Bad attitudes can tear co-workers apart, can decrease productivity through out the office, and make co-workers unwilling to work together.
Coaching is all about driving performance through developing employees. Each employee will progress in different ways. Not every employee is going to need development in the same areas. Coaching is fundamentally based in discovering each employee’s area(s) in need of improvement and developing each targeted area. The fact is every person, including coaches, can always be..
We constantly talk about the importance of coaching, and tips or strategies to do it better, but why should we incorporate coaching into our organization anyways?
Coaching employees will produce a greater individual effort to improve performance and collective shifts in attitude that will harbor positive attitudes, support of one another, and last, but not least, measurable RESULTS.