Monthly Archives: August 2015

Managing Performance 6: Coaching and Counseling Employees

Smart Coaching

Coaching is the best way to develop talent and productivity. If you think back on your own life, you can probably identify teachers, relatives, sports coaches, or previous bosses who coached you for success.

What did they do to help you grow and develop?
What common methods can you identify?
How could you apply these techniques to developing your staff?

Research indicates that common characteristics of good coaches include:

a. creating an atmosphere of support and trust
b. recognizing and building on the strengths of an individual
c. expecting excellence
d. providing continuing information on the company, its goals and the role of the work unit in the organization
e. providing clear guidance on expectations and priorities
f. letting the individual have freedom to do the job

You can become a good coach. Coaching requires generally consistent behavior on your part. This starts with being a good role model for those behaviors you expect from others. When you recognize that your own and the company’s success are built on the success of each member of your staff, recognition of their partnership and needs becomes easier. Basic actions you can take to become a good coach include:

solicit and be receptive to others’ ideas
provide guidance, information, and advance planning details routinely
explain your actions and decisions or reasons for procedures
provide training and support needed
establish and communicate performance standards and hold individuals accountable
provide periodic feedback on job performance routinely
give visibility, recognition and credit to individuals

Coaching is a pro-active behavior in which you help others to grow and develop.


Effective Counseling

Counseling is the key to changing problem behaviors into productive performance. Counseling differs from coaching in that it is in response to problems in work performance or behaviors. Since counseling is often seen as criticism or punishment, many managers do […]

By |August 24th, 2015|Communications, Performance Management|Comments Off on Managing Performance 6: Coaching and Counseling Employees

Managing Performance 5: Communication Tips

Communications are a critical aspect of every manager’s role. Successful growth and many performance management processes involve feedback situations. The need is for timely, objective and specific feedback to reinforce good performance and to correct problems before they become bad habits. These discussions require specific skills including good communications, active listening, coaching and counseling.

The Supervisor as Communicator

Communicating is a basic function underlying most of your management activities. You have four primary audiences: higher management – if you are not the founder, your peers, your staff, and those outside the organization.

Higher management should be informed of:

problems or difficulties in achieving your goals
suggestions for improving operations in your unit
praiseworthy performance of your staff

Your peers need to know things which help coordination or impact their work:

problems or difficulties which hinder their effectiveness
progress or data which assists their planning
suggestions for resolving common problems

Your staff must know your expectations and objectives:

role of the work unit and how it fits into larger picture
goals and objectives of the unit
work unit performance – achievements and issues
feedback on personal performance

Persons outside the company may also need to be communicated with to:

explain the contribution of your work unit to their needs
describe company actions, policies, or plans
respond to questions or criticisms

As a manager, a prime function is to get things done through people. Your ideas become effective only as they are communicated to others and thus achieve the desired actions. Employees’ ideas and suggestions are also vital to your success as an organization. Thus your communications need to be designed to encourage understanding and willingness to contribute. You communicate with words, attitudes, and actions. How well you manage depends on how well you communicate in that broad sense.

“Top Ten” Communications Tips

10. Clarify your ideas before […]

By |August 12th, 2015|Communications|Comments Off on Managing Performance 5: Communication Tips