We all know a problem child in the organization. Often, the employee’s supervisor requests that someone in HR help this problem employee by providing some type of leadership coaching. Many times, the HR manager becomes a leadership coach. Naturally, there is apprehension about approaching sticky situations and giving people feedback. How do you overcome this fear and apprehension? What makes a good coach? What is effective coaching?
Here are four keys to leadership coaching:
- Trust: Without trust you will have no credibility. Trust is based on forming a relationship, personality, confidentiality, and your reputation as a skilled coach.
- Sponsorship: If you are not the employee’s manager, you need to have the authority and support to provide coaching. The employee needs to understand that they are accountable to you for improvement and that you will report progress back to their manager.
- Assessment Tools: Using performance evaluations, 360-degree feedback, and employee survey results will provide a more objective view of performance in order to facilitate quality coaching and development. Coaching is great, but you need some data to coach on.
- Training: Some type of leadership coaching training will help you learn effective skills and techniques that will add to your credibility as a coach. Most importantly, leadership coaching training gives you confidence, and much of your success is dependent on your confidence as a leadership coach.
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