5 Forms of Coaching Employees

Coaches can have a positive affect on the development of employees.

Many organizations encourage their leadership team to coach employees in performance,  skill development and career planning.

We all come from different backgrounds and have differing frames of references.

Some people are taught professionalism growing up and others have never been exposed to proper business protocol or etiquette.

A coach can help teach employees how to earn the respect of others and behave professionally in the work place.

This becomes even more important as an employee develops, grows professionally and is promoted to higher levels of responsibility.

The higher someone is promoted in an organization, the more important their skills are in how they interact with others and behave in the work place.

As an employee prepares for more responsibility, there are certain competencies required for promotion. And, as the level of leadership changes the competency requirements also increase.

The primary objective of coaching is to develop the next generation of managers and leaders.  This supports a succession planning process to ensure there is a smooth transitions when others leave the organization, move up the ladder or simply retire.

5 Forms of Coaching Employees

1. Professional Communication

One of the skills of an effective leader is the art of professional communication.

Communicating professionally in the workplace can minimize conflict.

However, when there is a lack of professionalism, conflict is often the result.

As an example, if someone sends an email when they are angry, it can be received negatively by the recipient.

This can result in misunderstandings and hurt feelings.

An effective coach teaches employees how to communicate professionally via email or how to determine when it is better to simply pick up the phone and make a personal phone call instead.

2. Diversity Sensitivity

Diversity in the workplace is another area that can be coached.

Whether we’re dealing with someone of  the opposite sex, someone of a different sexual orientation, a different race or different generation, we need to be sensitive to the thoughts and feelings of all work groups.

It’s amazing how a couple of misspoken words can cause misunderstandings and potential strife in the workplace.

A good coach can help employees recognize how to respond appropriately and professionally.  Diversity training is always a good idea, but some people need one-on-one coaching in this area.

3. Productivity

Employee productivity issues are often tied to time management or skill competencies. Supervising managers should coach employees on how to resolve those performance obstacles.

Productivity has a direct impact on  employee goals and ultimately organizational business goals. Make sure you document coaching sessions, and establish improvement goals to achieve higher levels of employee productivity.

4. Career Tracks

Coaches can also help employees strategize career goals. A good coach will help an employee focus on their strengths and develop skills to help them achieve career objectives. They can also teach them how to network and gain exposure to professional organizations.

5. Work-Life Balance

Coaches can help employees learn how to manage the balance between home and work responsibilities. This balance is important for employees and can affect their productivity if one or the other is out of balance.

I tell employees that they need to keep their gas tank full because a low gas tank can affect the operation of the engine. Meaning, if we don’t take time to renew and refresh, it can affect how we function and operate at work.  A balanced approach always works much better.

Coaching employees can address, and help solve, employee performance and behavior issues.  The conversation helps the employee think through problems and figure out how to come to their own solutions. Often a coach will personalize the conversation by using their own experience and perspective.

Effective coaches are able to provide honest feedback and are comfortable pointing out areas that need improving.

Unfortunately, not all employees are open to this and may not make necessary changes. It is through this process that under-performers can and should be weeded out.  It makes no sense for an organization to carry employees who have no desire to improve and are dead weight to the organization.

The ability to coach others should be a required  skill for anyone in management and a good coach has the best interest of the employee in mind and has no personal motives or selfish intent.

One of the most rewarding aspects of managing people is watching them grow and develop professionally.  This is a big responsibility because the future success of our employees is often determined by our ability to coach them.

How often do you have coaching sessions with your employees?