Laurel

Hardie

King

Queen

Obelix

Asterix

Prince

Princess

Count

Countess

Sun

Moon

Romeo

Juliette

Paul

Virginie

David

Goliath

Rose-Belle

Belle-Rose

Black

White

Questions: An employee in your division/department is showing up late for work, taking unusually long lunch breaks, calling in sick or requesting to leave a few hours earlier for personal reasons. Though you have spoken to that employee about this lack of discipline impacting on the performance of others, you have noticed a default on the part of the employee. Taking into account the skills of a good coach, convene a coaching session to highlight your observations about this irresponsible behavior and chalk out the steps you agree with the employee for improvement in his behavior.

1. Out of the corner of the eye, you saw an employee open a new carton of copier paper before using up the already opened package. Later that day, when she was alone, you asked if she knew who opened the carton. She has heard you instructing about a dozen of times to the staff not to do so. She lied and said she did not know who did it. You were so astounded that you did not mention anything. You know that you should say something in order to correct that lying habit on the part of the employee. Come up with a series of questions in order to coach the employee about how to mend that habit of lying and get a commitment about how she starts speaking the truth and giving correct feedback.

2. The company has introduced the performance management system for all the management and supervising cadre. All the objectives for achieving performance have been defined and the resources for achieving the targets have been promised. After the first quarter, you take cognizance of the fact that the desired targets are far from being attained. You are afraid that if this trend is allowed to continue the overall performance of the employee will fall. Develop rapport and empathy and apply your listening, coaching skills to discuss and agree with the employee some revised targets to be achieved during the second quarter.

3. Who dares to teach must never cease to learn. You have had the opportunity of visiting the CSC several times as part of an assignment for reorganizing and restructuring these centers to make them models of excellence. During these visits, you have observed that an officer in charge is very rude and insolent with customers as well as colleagues. You have already received complaints about the officers negative attitude but now you believe that the limit of tolerance is reached, and that something must be done to correct that attitude and bring an improvement in his behavior. Think of a coaching session or a series of coaching sessions to question, understand and listen to the employees version and evolve a strategy of improvement and betterment to enhance the image of the employee as well as that of the company.

How do you think you learn best? Arrange these statements in descending order of your preference: Activist I like to plunge straight in, get on with it and see what develops. Reflector I like to take my time, thinking things through carefully. Theorist I like to read about the matter and study and explore it before doing anything. Pragmatist I like to make it happen, learn from others and get the result.

What sequence do you think applies to u?

Coachs Evaluation Checklist: Did the coach show interest in the career development of the employee? Had he/she observed the behavior prior to the coaching session? Did he/she emphasize the business issues affected by the negative behavior? Did the coach demonstrate relaxed body language? Was the feedback specific? Was positive as well as negative feedback given? Did the coach avoid interrupting the employee? Had the coach prepared for the coaching session? Did the coach paraphrase the employee for clarification purposes? Was the coachs attention focused? Were the open-ended questions used as a means of sharing ideas? Did the coach try agreement with the employee? Was the employees feedback included in the follow-up plan?

Coaching the best and coaching the rest: The The The The The The High Flyer underachiever plodder talented but inexperienced talented but difficult not so talented

The Coachs Planning Form Use this form before a coaching session. Remember to take the time to specify exactly what you hope to accomplish and how you intend to go about it.

Discussion with: Date: Area where coaching is needed: Purpose of coaching session: Desired outcomes? What is at stake? Potential Difficulties? Methods for handling:

Specific actions:
Action Planning Worksheet Employee Name