Still planning for that dreaded coaching session? Spending more time prepping for it than you’d like? What if you could get an employee who is struggling to stay longer, complain less, and produce more in under 5 minutes? You CAN! Take note of this simple formula for coaching and watch those you lead transform at a rapid pace right before your very eyes.
Now that introduction sounds like an infomercial or at a minimum something for which we should also include Ginsu knives. I get it, but leaders, it really is that simple to coach a problem employee, if you have the formula, have consequences in place, and use the formula consistently. You ready? Here are the steps.
Decide What you Want that Employee to Stop, Start or Continue
Most often what holds us back from coaching effectively is the fact that we can’t quite pinpoint or articulate just what is it exactly we want them to do differently. Determine what you want them to stop doing. Clarify what you want them to start doing and make note of what you want them to continue. Writing it down, as well, if often more effective than just holding this information in your head.
Share This Information with the Employee
Sometimes we get it all clear in our head and then we wait, hoping they’ll read our mind or just figure it out. Besides, if it’s clear to us, shouldn’t it be clear to them, too? Wrongo. Share this information. Give them the details on what you want them to stop, start and continue and also share the consequences or rewards for this behavior. This can easily be a five minute conversation or a form that you share with them and even ask them to fill out, listing those things they are committing to stop, start or continue. Most people don’t argue with their own data and that includes what they write down for themselves.
Stick With It
Your world as a leader is filled with many tasks, many responsibilities and the same amount of time we all have in which to complete a mountain of paperwork or important “to-do’s”. As you move from one item to the next, you might lose that consistency needed in teams. When you share what you want the employee to stop, start, or continue, make a mental or written note for when you will check back in so that you remember to stick with what you’ve asked. Consistency will help to keep that problem employee on track or make the road to “freeing them up for new opportunities” a bit more direct and certainly a shorter path. If the goal is to ensure a high performing team, your consistency in development of each team member counts.
Monica Wofford, MBA, CSP, is an international speaker, trainer, and author who helps managers who were promoted, actually become prepared to lead.