In this video, explore coaching and mentoring techniques.
- Picture this, a sales teams isn't making their goals. And the Sales Director, Jackson, is at his whits end with one of the lower performing employees named Carol. Watch Jackson as he meets with his HR business partner to gather feedback on his coaching skills. - Did you see those new food trucks out front? - [Jackson] Oh yes, can't wait to try them. - With the grilled cheese? - [Jackson] That was great cheese, great, I love it. - I know, it's so good. Well, I'm really glad we could meet today. I wanted to talk with you a little bit about how your coaching skills are coming along, and this is based on my observations of your meeting with Carol last week.
- Ah, well, you know what? I really been trying to think how I can get her to bring her numbers up, is there anything you've noticed? - I'm really glad you asked. - So, I thought there were a number of things you did really well. You stayed focused on results and were very inspirational when Carol expressed some disappointment with not meeting her sales quotas. - Well, I always try to focus on results, after all, without the sales team, none of us would have a job, right? - Sure, sure, the one thing I would say though is I wish you would've taken this opportunity to help Carol improve and develop her sales skills.
- Okay, what do you mean? - Well, let me ask you this. Why do you think Carol isn't meeting her sales quotas? - That's obvious, I hate to say it, but she's just not putting in the hard work, and I want her to be more accountable. - I hear you. But I think we might be making a few too many assumptions about why Carol isn't making her sales quotas. It could be that she's just not working hard enough, but we don't really know. - That could be possible.
- I mean I just don't think we know enough about the situation and we need to dig a little deeper into what's going on with Carol. - So you're saying I need to figure out why she's not hitting her targets and help her fix it? - Exactly, ask her what she thinks is effecting her job performance and whether you can do anything to support her. And that way you can figure out if this is a skill set issue or a mindset issue. So, what do you think about implementing these things in your next conversation? - Well, if'd help her get her numbers up and it'll definitely help her morale, right? I guess we spend so much time thinking about numbers, we forget about the people.
- Exactly it only helps you and your team to help Carol figure out how to improve her sales. The important thing here is for her to feel valued and respected. Thank you so much for being so receptive to this, I really think it's going to help. - Well, thank you for bringing it to my attention, I really appreciate it. - Absolutely. - Effective coaching stays focused on the needs of the employee. It's similar to mentoring with one caveat. Usually an employee seeks out a mentor, and sets the agenda in terms of what they will be working on together.
Coaching, on the other hand, is used to diagnose and resolve a known problem. Further, HR pros coach leaders to be better leaders. PHR candidates are expected to know when to guide leaders to using coaching rather than disciplinary action.
- Modeling ethical standards
- Managing legal risks
- Finding and interviewing candidates
- Designing training and measuring its effectiveness
- Designing total rewards
- Promoting diversity and inclusion
- Employee engagement strategies
- Managing complaints and grievances
- Implementing workplace programs