We’ve all experienced a coaching session and written evaluations. As you think back on your best and worst experiences, what stands out?
Have you left a coaching session and/or evaluation meeting feeling motivated to achieve more and innovate more? Do these meetings challenge you to perform at your best?
Or do you leave wondering why your manager didn’t mention your recent initiative that demonstrated outstanding results? Or you leave wondering where you need to improve because your manager is not giving you any suggestions – “Keep at it…”
If you manage a team, you must find ways to make the INVESTMENT of time in individual team members more meaningful.
Do they deserve your (the manager’s) praise? Then tell them and be specific! Document it. Remind them of their great work. A praised person will progressively perform at their pinnacle.
Do they need guidance? Ask them better questions which will help them discover their path. Don’t always tell. Ask more. Engage the team member in their own discovery.
Do they need counseling for corrective behaviors? Ask for their commitment. Too often, we managers do all the talking in a meeting where we are discussing behaviors that must change. All the team member has to do is endure us talking. Be sure to ask for the commitment from them to change. Document it. Expect change. Observe and monitor behaviors and then follow up.
Are they progressing towards success? Document your sessions so you know! Find a way to document critical focus actions that lead to success. Document observations you’ve made. Be specific. Put it in writing. Your team members will appreciate your details – it shows you actually know what you’re talking about!
Are you following up? A follow up conversation demonstrates that you (the manager) have not forgotten about the team member’s progress. Any follow ups – I call these POWER FOLLOW UPS – are powerful because you have an opportunity to connect an observed behavior with a coaching conversation and it reinforces the direction your team member needs to be moving.
Managers/Leaders make their teams better when they themselves become better.