Follow up and coach/train

Running head : COACHING FOLLOW-UP AS MANAGEMENT TOOLS

Coaching Follow-up

Student Name

Place

August 27 , 2006

Abstract

The article starts with a definition of coaching followed by a brief explanation of coaching in four steps . Improvement in employee performance is also explained followed key elements for making a coaching session effective . Differences of Management and Coaching are mentioned and necessity of coaching is explained in brief . Lastly Appraisal meeting with follow-up is explained

Coaching Follow-up

Executive Development Group defines coaching as the skills , processes and knowledge through

which people involve themselves in making the maximum impact . It involves constant renewal for themselves and their organization as they experience continuous change

The guide to managing human resources issued by University of California , San Francisco (UCSF ) states that an immediate supervisor has an important role to play and he /she must interact closely with the employee . After communicating the performance objectives , requisite standards and observing employees ' performance a detailed feedback must be provided to the employee . He must be encouraged and motivated to meet the standards and performance expectations

Coaching strengthens communication between the supervisor and employee helping in performance improvement to meet the expected results Coaching sessions focus on one or two aspects of performance and provide an opportunity to discuss progress towards meeting mutually-established standards and goals

Ferdinand F . Fournies states that coaching is a four step process

Step1 . Neutral feedback : Employee should be informed of bad performance and asked to correct it . Follow-up may be carried out to check for improvement

Step 2 . Neutral feedback : If no improvement is observed , the same is informed to the employee and he may be asked the reason for such performance . The employee may be asked to explain for behavior change and if required assistance may be provided . Follow-up is carried out to check for improvement

Step 3 . Coaching analysis : In case of no improvement in performance coaching analysis is carried out and immediate remedial measures are taken to curb action influencing poor performance

Step 4 . Coaching discussion : If the poor performance is due to employee choice , then it may be discussed with the employee to change his or her choices

The guide to managing human resources issued by University of California , San Francisco (UCSF ) states that following format can be adopted to improve employee performance

Describe the issue or problem , referring to specific behaviors

Involve the employee in the problem-solving process

Discuss causes of the problem

Identify and write down possible solutions

Decide on specific actions to be taken by each of you

Agree on a follow-up date

Document key elements of the session

Key elements to make a coaching session effective include

Coaching may be conducted only when the attention is to be focused on specific aspect of employee 's performance

Employee 's work may be observed and feedback solicited from others

Investigate successful of the performances

Employee may be advised in advance of the issues to be discussed and alternative solutions may also be discussed

Successes and improvements may be recognized...