Coaching, Counseling and Corrective Action in the Workplace
Posted: Wednesday, April 09, 2008
by Matt Argano
The Children's Place
As a Manager in today's global workplace, coaching, counseling and progressive discipline may be utilized at times to address employee performance or behavior. The following information may be helpful when determining which performance management tool is appropriate.
COACHING
Coaching is a continuous process of communication between supervisor and associate focused on optimizing performance and increasing organizational effectiveness.
Coaching may include the following activities:
- Observing Performance
- Providing instruction, direction and re-direction
- Offering encouragement, recognition and support
- Actively listening to associate ideas and concerns
Supervisor's Role in Coaching
Provide ongoing feedback to associates to recognize excellent performance.
- Solicit ideas and suggestions from associates for optimizing work processes.
- Partner with associates to remove operational barriers and challenges
- Discuss the associate's learning and professional development needs.
Associate's Role in Coaching
Ask your supervisor for feedback or recommendations when needed.
- Listen and respond to feedback from your supervisor.
- Provide feedback to your supervisor about what they need to know to assist you
Effective coaching and feedback is more complex than conducting a series of conversations with your associates - it's about supervisors and associates building and maintaining trusting relationships.
There is a variable degree of complexity faced by supervisors during the coaching process. At times, supervisors may coach their associates by guiding them through a process of self-discovery. Other times, supervisors may find themselves relying more on observing their associate's professional development, assisting them in identifying opportunities for improvement, and encouraging associates to progress in their professional development.
Original Publication Date: March 5, 2005
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