The Five Steps to Coaching & Mentoring Success

The Five Steps to Coaching & Mentoring Success

An efficient coaching process requires that goals and expectations are clearly understood. It is requisite that the employee being coached receive all the suitable training based on his Job responsibilities and time to come developMental needs. Behavior observation, transportation and ultimately behavior modification are requisite to success at coaching. This includes feedback and reinforceMent.

The Five Steps to Coaching & Mentoring Success

The Five Steps to Coaching & Mentoring Success

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The Five Steps to Coaching & Mentoring Success

The Five Steps to Coaching & Mentoring Success

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 efficient coaching. The employee should participate in this process. After all, the goals should be definite to that individual and they must take ownership. As goals or expectations change, it is your Job as coach to relate these changes to your employees. The goal should be negotiated, not dictated.

2. Training. To be an efficient coach, you need to understand the employee's strengths and weaknesses. This includes a suitable insight of their training needs and accomplishments. Do they have the requisite skills and knowledge to accomplish the goals and objectives that have been set? making sure that the employee has the occasion to get the required training to originate their skill set is a prerequisite to efficient coaching.

One of your basic captivating responsibilities as a coach is to identify the skills and knowledge the employee needs and then dispose for the suitable 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 concentration and argument is a former responsibility. It is prominent that you secure and record both sure and negative execution along the way to add credibility to your feedback.

4. Feedback Meeting with the employee commonly to discuss execution and other issues is unquestionably requisite 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 definite understanding provoking questions. Make sure you give the employee kudos for all the sure behavior you have observed.

5. sure 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 sure 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 efficient development activities and projects linked to current and time to come execution expectations. It requires the unique quality to identify potential 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 accomplish stretch goals. They have the ability, the knowledge and the sensitivity to generate an adaptive style agreeing to the individual and circumstances at hand earning respect and trust.
Some of the key characteristics of coaches and mentors contain the following;

Development of Others:

o The quality to help employees resolve the skills and abilities requisite for growth

o Recognizes potential for leadership

o Creates suitable development plans

o Skilled at constructive feedback

o Avoids the role of enabler and holds citizen 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 insight by asking for clarifications

o Restates transportation often to advance insight 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 sure attitude at all times

Sensitivity:

o Demonstrates high self esteem and regard for others

o Encouraging attitude and concern for individual feelings

o Acknowledges accomplishments

o Always talks sure about others

o Aware of his own limitations

o Motivating influence

Decision making and corollary Through:

o Commits to a course of action

o Makes decisions openly

o Accepts responsibility

o Establishes priorities

o Sets completion dates with foreseen, deliverables

o Anticipates needs and takes action

o Takes calculated risk but considers all aspects of the issue

o Develops alternative solutions

o Keeps suitable citizen in the loop

Most of us are not born leaders. We are not adept at communication. However, a good ration of us long to come to be 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 accomplish 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 originate the supervision team is the next step. Lead Wolf family executives that have gone through the evolution of change understand this and they are clear as to what their responsibilities are.

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

The Five Steps to Coaching & Mentoring Success

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