Coaching and Mentoring For Dummies
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Forget tired old management techniques that enforce a strict hierarchy. The way to engage employees is to actively coach and mentor them. Make meetings lively and purposeful and ensure employees are engaged and committed to the team and the company. Successful coaching and mentoring incorporates company, team, and individual goals to meet the objectives of each.

The goals of coaching and mentoring your employees

Coaching and mentoring is the modern, effective way to get the most from your employees — and to keep them committed to your company. The following list contains ten outcomes that coaching looks to achieve. When you coach your team, you’re aiming to make these ten outcomes happen.

  • Drive performance results that meet the needs of the group and the business.

  • Build high levels of employee commitment.

  • Develop employee skills and abilities.

  • Challenge employees to perform to their best and as self-sufficiently as possible.

  • Increase productivity by maximizing your resources.

  • Build constructive working relationships with your staff.

  • Maximize the use of your time so that you can have the greatest impact.

  • Provide leadership to encourage progress not only today, but also in the future.

  • Reinforce quality performance and employee accountability.

  • Make your life as a manager just a little bit easier.

How to organize an employee coaching meeting

If you want your employees to get the most out of your coaching and mentoring, you have to make it a collaborative effort through two-way conversation. The idea is to spend quality time with your staff; that is, to make the time together count so that your employees go back to the job ready to perform better and more self-sufficiently.

Following is a list of questions that helps you plan and organize your one-on-one coaching meeting with staff members to maximize your time together:

  • What is the objective for the meeting?

  • What is the positive outcome you’re seeking for this meeting?

  • What do you, the manager, need to be prepared to do at the meeting?

  • What do you want your employee to come prepared to do?

  • What is the plan or agenda for the session that will encourage employee participation?

  • How will this meeting help the employee perform better or more self-sufficiently in the future?

  • What follow-up should be set?

Tips for successful employee coaching and mentoring

Coaching and mentoring your employees requires a continuous effort to make it a part of your management practices. Use the tips in the following list to help incorporate coaching and mentoring techniques into your management practices:

  • Delegate: Articulate the results you want to see, set parameters, determine what support the employee needs, and set times to conduct progress reviews along the way.

  • Give performance feedback. : State what you observe, be specific and direct, show sincerity, and communicate face-to-face for both positive and negative performance efforts.

  • Motivate employee performance: Give timely recognition for a job well done and provide favorable assignments that challenge your staff and meet business needs at the same time.

  • Mentor employee growth: Pass on words of wisdom that guide behavior for success and ask employees for ideas to make improvements and solve problems.

  • Focus employee performance: Collaboratively set goals with action plans that define the key steps for achieving the goals.

  • Set meaningful goals: Define the results that need to be achieved and how the goals will be measured.

  • Assess employee performance: Don’t wait for the annual review. Meet one-on-one with each staff person at least once per quarter to review performance; adjust plans accordingly to keep priorities current.

  • Aid career development: Collaboratively set plans that define how employees will prepare themselves — from training to work assignments — to grow in their skills and capabilities.

  • Deliver training: Give step-by-step instruction a that involves your employee doing the skills or procedures in a hands-on way.

  • Reinforce good performance: Catch employees doing quality work and demonstrating positive behaviors with the same effort that you catch them when performance doesn’t go as well as needed.

About This Article

This article is from the book:

About the book author:

Marty Brounstein, is an author, speaker, and management consultant who specializes in practical applications of coaching techniques.

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