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

 

Step 4: Techniques and Strategies
It is now time to meet with the coachee and bring them to that moment of realization. You show the coachee the performance expectations compared to their current performance. The coachee may be surprised and may become defensive, but you should not be. The larger the organization, the more divorced people can become from the big picture. Prior to your brilliant coaching, the worker may not have received adequate feedback on this particular area of performance, so, naturally, he or she assumed that performance has been adequate, just like the large majority of Americans that feel they are "above average" drivers.

Whatever response you get, you are prepared! You guide the conversation so that the coachee has control over identifying options for improving the performance to that expected. You act as facilitator to ensure that all appropriate techniques or strategies are included in the list, of course…

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