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Coaching and Mentoring (using one)
Once you've been hired to do a job, particularly if it's a well
paid and/or high-flying job, you're supposed to know everything,
be able to handle everything with ease, deal with other people's
problems and in general be super-person. Right?...
Coaching Generation X
It has been said that Generation X is the most ignored, misunderstood, and disheartened generation our country has seen in a long time. No one can define who belongs to Generation X. While most agree that there is a generation after the Boomers,...
How To Better Handle Your Mail
Letters, magazines, bills, flyers, what to do with them all. There should be only two responses to every piece of mail or e-mail, do something with it, or toss it!
The best way, as always, to deal with it all is in an organized fashion.
...
Juggling It All
As we have mentioned in other articles, having a trigger to start your day is very important. One of the major problems with people running businesses from their home is starting the work day. For many of us seasoned home based business owners...
Organizing The Information
Putting a piece of paper in a file folder is easy; finding it again is the hard part. There are ways to make your files easier to use and your papers easier to find. Invest in a sturdy, four or five-drawer file cabinet. Spend the extra money it...
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Progress Reviews: Your Key To Effective Coaching
One of the most effective ways to help your staff succeed is to provide regular, consistent coaching throughout the year. A Progress Review is a specific kind of coaching discussion, tied to the employee’s Annual Objectives and Standards. It is an informal discussion in which the manager coaches the direct report to meet any unmet goals that are below target, and praises him or her for goals that are being met. Conducting progress reviews are a very important role for being an effective leader or coach. It is suggested that each of your direct reports receive a progress review discussion from you at least 2-3 times per year.
An outline of process for conducting a Progress Review is below:
1.Refer to the annual objectives and standards previously developed. Give a copy to the employee.
2.Ask the employee to review his or her progress to date.
3.Praise the employee for all on-target performance.
4.For below-target performance, ask the employee for
suggestions to improve. After all the employee’s suggestions have been made, contribute any additional ideas you may have.
5.Revise and change the standards or objectives where necessary.
6.Set a date for the next progress review session.
If you schedule progress reviews with each of your direct report at designated intervals throughout the year, you will find that it helps you remember to conduct these very important coaching discussions. The end result is that your staff will be more productive, and you will be an excellent leader. Don’t put them off! Schedule progress reviews today!
About the Author
Susan Cullen is President of Quantum Learning Solutions, Inc., based in New Jersey. She has over 15 years experience in Organizational Development and is considered an expert in the use of blended learning methodologies for lasting organizational change. For more information go to http://www.quantumlearn.com or you can reach us at (800) 683-0681.
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