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Developing Your Coaching Conversations

The Westberry Group, Coaching & Counseling

No matter what your business is…your biggest priority is your employees. You’ve worked hard to hire the right talent but your work doesn’t stop there. Retaining your top talent requires coaching and counseling.

In order to make a difference in your workforce, reduce turnover and increase your profits knowing how to coach and counsel your workforce is more important than ever.

Focus your coaching conversations on ways to engage the employee and increase their confidence while they master new skills or work to better existing ones. Individuals who can see and feel that you are truly interested in their success are more open to listening, learning, and making adjustments.

Wikipedia defines coaching as: A method of directing, instructing and training a person or group of people, with the aim to achieve some goal or develop specific skills. There are many ways to coach, types of coaching and methods to coaching. A direction may include motivational speaking and training may include seminars, workshops, and supervised practice.”

Many times the manager that is initiating the coaching conversation is ill equipped at ways to mentor and coach their employee. Here are four tips to get you started with your coaching conversation:

  1. Always ensure that your coaching conversation is private. Establish an environment that is safe and comfortable. Leave your ego at the door. Coaching is about providing opportunities and making improvements. Coaching is not a counseling opportunity – it is exactly as it’s name states – a time to coach.
  1. Keep your coaching conversations informal with specific training or development objectives and goals. They should be focused on increasing potential, improving processes, and enhancing overall performance.
  2. Getting the employee to engage in the process can start by asking them how things are going and where do they feel they could use some extra learning opportunities.
  3. Document your coaching sessions. Give your employee a starting point, reiterate your coaching goals, and expectations and always follow up on those goal dates to ensure your employee understands accountability during the coaching sessions.

Investing the time to build your employee’s strengths and keep your top talent engaged will definitely pay big dividends.