You are in your office looking over your performance report and it happened again. Your low performing employee failed to meet quota this month even after you spoke with them about the importance of meeting goals. This employee has a great attitude and you know they can do better. You just do not know how to motivate them to reach the goal. Money used to work, but that has worn off. You are baffled and you know being frustrated makes matters worse. What do you do? This week I start a new series of video blog posts (Vlogs) On Coaching and Mentoring.
The series will focus on how to better coach your employees to higher performance. Over the next several weeks we will cover: • Define coaching, mentoring and the GROW model. • Identify and set appropriate goals using the SMART technique of goal setting. • Identify the steps necessary in defining the current state or reality of your employee’s situation. • Identify the steps in developing a finalized plan or wrapping it up and getting your employee motivated to accomplish those plans. • Identify the benefits of building and fostering trust with your employee. • Identify the steps in giving effective feedback while maintaining trust. • Identify and overcoming common obstacles. • Identify when the coaching is at an end and transitioning your employee to other growth opportunities. • Identify the difference between mentoring and coaching
