Focus on how to test for coachability and assure both high achievers and underperformers that coaching is about creating opportunity and growth.
- Employee development coaching is all about change. … And change is hard for most people. … So you can count on encountering some kind of resistance … or push back during the process. … In fact, not everyone will want to be coached … and not everyone is coachable. … So it would be a mistake to make coaching mandatory … for all your employees. … In fact, that's a strategy that'll backfire. … Instead start with the people who are ready … and allow the benefits to move through the team naturally. … Oddly, somebody who expresses readiness for coaching … may also not be coachable. … When your employee completes the self-assessment tools … provided in this course, … use the information you gather to task for coachability. … If you get one word answers or a bunch of I don't knows, … this a cue to challenge or stretch them. … Or it's time to table the work … until they're really ready to participate. … So now let's focus on your coachable employees. … Even with coachable people … the first objection you're likely hear to hear is …
- Recall methods for probing deeper in conversations with employees.
- Determine which aspect of a challenge to avoid when determining the challenge an employee can undertake.
- Recognize questions that generate the greatest number of ideas during a brainstorming session.
- Explain the advantage of using focused feedback with an employee.
- Identify the potential benefits of listening and using open-ended questions with an employee who is unhappy with her or her job.