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One clear definition of coaching is “Unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them” (Sir John Whitmore, Coaching for Performance, 1992). Or to expand on this further; coaching is one person guiding another through a process, leading to performance enhancement. The applications can vary in supporting to achieve a specific aim or project, helping an individual to do better what they already do well or developing a skill they don’t yet possess.

This is an excellent definition and explanation of what coaching is because there is a huge difference between teaching someone and helping them to learn. In coaching, fundamentally, the coach is helping the individual to improve their own performance: in other words, helping them to learn.

The first step to effective employee coaching is identifying employee coaching needs and opportunities. As coaching is based around an individual it is best to assess current capabilities and what areas skills could be improved. A simple way to break this down would be to apply the 5’W’s – Who, Why, What, Where and When. This would give the starting point for identifying the reasons behind coaching and why it may be needed.

This would begin by scheduling meetings with each of the employees at a reasonable frequency.

1. Identify their own solutions to issues
2. Develop their skills & experience
3. Tap into latent potential
4. Change attitudes & behaviour of employees.
5. Maximise the performance of individuals which in turn will maximise the performance of the overall team
6. Ultimately provide the best service possible to the customer

Post Author: admin