The Five Steps to Coaching & Mentoring Success

Life Coach - The Five Steps to Coaching & Mentoring Success

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An sufficient coaching process requires that goals and expectations are clearly understood. It is important that the employee being coached receive all the accepted training based on his job responsibilities and time to come developmental needs. Behavior observation, communication and finally behavior modification are important to success at coaching. This includes feedback and reinforcement.

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1. Set clear goals & expectations. Setting goals and objectives is no easy task. They must be specific, measurable, attainable, relevant and timely. (Smart) Goals and objectives are the very first step in sufficient coaching. The employee should participate in this process. After all, the goals should be specific to that personel and they must take ownership. As goals or expectations change, it is your job as coach to recap these changes to your employees. The goal should be negotiated, not dictated.

2. Training. To be an sufficient coach, you need to understand the employee's strengths and weaknesses. This includes a accepted understanding of their training needs and accomplishments. Do they have the important skills and knowledge to achieve the goals and objectives that have been set? production sure that the employee has the opening to get the required training to institute their skill set is a prerequisite to sufficient coaching.

One of your basic inspiring responsibilities as a coach is to identify the skills and knowledge the employee needs and then dispose for the accepted training.

3. Behavior Observation. How does the employee react to a crisis? How do they deal with themselves when they are placed in leadership situations? How do they react to peer pressure? As a coach observing the employee's behavior and noting specifics that need attentiveness and discussion is a traditional responsibility. It is prominent that you gather and narrative both safe bet and negative execution along the way to add credibility to your feedback.

4. Feedback Meeting with the employee usually to discuss execution and other issues is unquestionably important to their development. The key is not in telling the employee what to do but it is helping the employee find the answers on their own. This can be done by asking very specific thought provoking questions. Make sure you give the employee kudos for all the safe bet behavior you have observed.

5. safe bet Reinforcement. Believe it or not, employees want to be held accountable. If we re going to hold employees accountable, they have to know how they are performing. Specifically we should emphasize the safe bet aspects of their performance. Focusing on the good things an employee accomplishes will motivate them to continue to do good work, and in turn will ensure repeat performance. This is often called an adaptive feedback loop.
It's About Leadership

Make no mistake, coaching and mentoring is about leadership. It is difficult to be a coach or a mentor without leadership skills. Coaching and mentoring is all about the development of others. It requires sufficient development activities and projects related to current and time to come execution expectations. It requires the unique quality to identify possible skill and quality in others that is worthy of development. A good coach or mentor possesses an innate quality to motivate and inspire others to achieve stretch goals. They have the ability, the knowledge and the sensitivity to create an adaptive style according to the personel and circumstances at hand earning respect and trust.
Some of the key characteristics of coaches and mentors consist of the following;

Development of Others:

o The quality to help employees conclude the skills and abilities important for growth

o Recognizes possible for leadership

o Creates accepted development plans

o Skilled at constructive feedback

o Avoids the role of enabler and holds population accountable

o Rewards and recognizes success

Delegation:

o Believes in the quality of employees and empowers them

o Provides opportunities for employees to develop

o Allows employees to take prestige for success

o Provides guideline but does not get in their way

Communication:

o Exceptional listening skills

o Maintains eye contact

o Takes notes

o Assures understanding by asking for clarifications

o Restates communication often to progress understanding of issue

o Uses slave style body language that is open and non threatening
o Speaks clearly and concisely

o Asks questions

o Maintains a safe bet attitude at all times

Sensitivity:

o Demonstrates high self esteem and regard for others

o Encouraging attitude and concern for personel feelings

o Acknowledges accomplishments

o Always talks safe bet about others

o Aware of his own limitations

o Motivating influence

Decision production and ensue Through:

o Commits to a procedure of action

o Makes decisions openly

o Accepts responsibility

o Establishes priorities

o Sets completion dates with anticipated deliverables

o Anticipates needs and takes action

o Takes calculated risk but considers all aspects of the issue

o Develops alternative solutions

o Keeps accepted population in the loop

Most of us are not born leaders. We are not adept at communication. However, a good ration of us long to become leaders of men and make deep connections in our careers that lead to commitment, a commitment to success. For family owned organizations, leadership is passed on from generation to generation. To achieve objectives, each generation must understand the following basic ideas of leadership.

o Honesty

o Integrity

o Respect

o Trustworthiness

o Sincere concern for others

o Willingness to take calculated risk

Once these ideas are learned and practiced, leverage of these leadership skills to institute the management team is the next step. Lead Wolf family executives that have gone straight through the evolution of turn understand this and they are clear as to what their responsibilities are.

"The true test of a successful leader is that he leaves behind the conviction, the will and the understanding to carry on."

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