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A Hand Up Coaching Helps Women Succeed
After downsizing wiped out her $80K salary, Jane was having trouble finding work. Just released from jail, 22-year old Marie didn't know how she was going to provide for her four kids. Frustrated and frightened, both women needed "a hand up" to...
Developing a Marketing Mindset in Life Coaching: Part Two
In a previous ezine we discussed the distinction between an Influencing Paradigm, and a Service Paradigm, to marketing your coaching business. We discussed how marketing your business is both ethically valid and commercially crucial, and how...
Executive Coaching
Executive Coaching
Executive coaching has become a very important part of developing a creative and successful work environment in most businesses today. Those who participate in executive coaching are in a unique position of influence and...
Job Coaching:If You Are Working Too Hard----It Is Time To Take Action
In the workplace it is commonly believed that hard work leads to productivity, profitability and personal success. Unfortunately, sometimes this does not happen because effort is being put into doing the wrong things and not knowing how to do the...
Some Key Differences Between Life and Business Coaching
SOME KEY DIFFERNCES BETWEEN LIFE AND BUSINESS COACHING When guidance is needed to elicit a peak performance, many people turn to coaching. Whether it is on the field or in the office, or for hobbies, personal or professional reasons, successful...
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Progress Reviews: Your Key To Effective Coaching
One of the most effective ways to help your staff succeed is to provide regular, consistent coaching throughout the year. A Progress Review is a specific kind of coaching discussion, tied to the employee’s Annual Objectives and Standards. It is an informal discussion in which the manager coaches the direct report to meet any unmet goals that are below target, and praises him or her for goals that are being met. Conducting progress reviews are a very important role for being an effective leader or coach. It is suggested that each of your direct reports receive a progress review discussion from you at least 2-3 times per year.
An outline of process for conducting a Progress Review is below:
1.Refer to the annual objectives and standards previously developed. Give a copy to the employee.
2.Ask the employee to review his or her progress to date.
3.Praise the employee for all on-target performance.
4.For below-target performance, ask the employee for
suggestions to improve. After all the employee’s suggestions have been made, contribute any additional ideas you may have.
5.Revise and change the standards or objectives where necessary.
6.Set a date for the next progress review session.
If you schedule progress reviews with each of your direct report at designated intervals throughout the year, you will find that it helps you remember to conduct these very important coaching discussions. The end result is that your staff will be more productive, and you will be an excellent leader. Don’t put them off! Schedule progress reviews today!
About the Author
Susan Cullen is President of Quantum Learning Solutions, Inc., based in New Jersey. She has over 15 years experience in Organizational Development and is considered an expert in the use of blended learning methodologies for lasting organizational change. For more information go to http://www.quantumlearn.com or you can reach us at (800) 683-0681.
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