When the coaching craze hit a few years ago and employee engagement became such a buzz word, everyone was jumping on that bandwagon. They were riding it around spreading the word that a warm tender fluffy bunny approach was the only way to make it in this world.
But we know better. Good coaching has to be catalytic. It is a meaty, tough process aimed at getting things done. When you’re hunting in a world of perpetual pivots, you’ve got to have a way to efficiently cascade initiatives as they are developed and get the most out of your talented workers.
Bring out the wolf in your coaching
1) Get to the meat. More than ever, it’s vital that your coaching conversations produce results. Ask the deeper questions to probe into those accomplishments, disappointments, and aspirations. Deliver those Strengths and Focus Areas with direct examples and detail what success will look like for them individually. Critically examine those goals to be sure they’ll achieve what the organization needs them to. It’s ok to say “we need to revisit this” or even “that may not bring you the outcome we all need.”
2) Manage expectations. Unfortunately, everyone’s plans have had to change and adapt. That means that someone’s dream job may have been eliminated or delayed. It may be disappointing, but that’s reality. It won’t be a fun conversation to have, but a Coach needs to help their team members adjust their Development Plans to ensure everyone’s success and help the organization thrive in this time of feast or famine.
3) Never not coach. Performance management may seem like an extra thing no one has time for, but that’s only true if it wasn’t being effectively leveraged. Matching up an employee’s skills with the organization’s needs is more important than ever. Having that down in a documented plan with strategic SMART goals will ensure forward momentum takes the company where it needs to be.
4) Hunt for the best. In our current job market, there are some great employees just waiting to be snapped up by any company. Catalytic Coaching users know that Yellow Employee Coaching Input Sheet gives your hiring process a whole new tool. It reveals how an employee views themselves, their potential and needs, and gives your manager or HR leader the opportunity to get to know new hires before making the costly investment of actually putting them on the payroll.
Having a solid coaching process is a step in the right direction. Having trained and certified Coach of Coaches ensures your steps stay in the right direction.
Prepare your pack for 2021 and get a Coach2 (or two) ready to support your strategic initiatives.
Our next Catalytic Coaching Mastery Program session begins January 25th. Registration is already open and limited to ensure everyone gets the individual time with Gary and his team that they deserve.
What is the Mastery Program?
You can visit our website at catalyticcoaching.com/masteryprogram to learn more and secure a seat.
Garold (Gary) Markle is the creator of Catalytic Coaching and author of Catalytic Coaching: The End of the Performance Review. He brings real world experience from 17 years in HR leadership in major corporations coupled with over 20 years of teaching small and mid-sized organizations how to cultivate their leadership and ditch their detrimental performance reviews for a proven Coaching process.
Book Gary to speak to your audience about speeding your pace of significant change.
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