Being Prepared at the Starting Line (First Steps of Coaching) Part 2 of 3

Joe Wynne is a versatile Project Manager experienced in delivering medium-scope projects in large organizations that improve workforce performance and business processes. He has a proven track record of delivering effective, technology-savvy solutions in a variety of industries and a unique combination of strengths in both process management and workforce management.

 

• To assist the worker to realize the difference between his or her current performance and what is expected   and...
• To facilitate the worker to eliminate or minimize that performance gap

We also saw that, even though these goals are straightforward, many things can (and usually do) go wrong. Luckily, we discovered that there was a process for coaching that enabled us to be successful. There is yet another helpful guide provided by gantthead, called the Coaching Start-up Guide, that would be helpful to reference as you read this part of the series, which covers the preparation activities that should be completed before the initial meeting with the coachee.

There is a three-step process for preparing for your initial meeting with the coachee:

• Define expectations
• Determine worker performance baseline (current performance status)
• Assess degree of responsibility the worker has over own performance

Step 1: Define Expectations
If you cannot clearly describe what is expected of a worker, then your coaching session is a non-starter. What you are looking for is numbers, metrics or clear descriptions of deliverables. A deliverable, such as a regular report, can have clear instructions built in. If clear metrics or instructions are not available for …

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