When we spend more time
coaching our employees, not only will we improve weak performance and
teach new skills to team members but we’ll also foster strong
relationships with them. And the first step of the coaching process is to
establish expectations for each of your employees.
Before you meet with employees to set your expectations, take
these steps:
1. Decide where you need to set expectations. Do
you need to address a performance slip or behavioral problem? Set new
goals for the employee? Support a new company initiative? Outline
specific areas for each employee.
2. Ensure that you
understand the expectations. Make sure you can clearly
articulate your expectations before you meet with employees. If you don’t
fully grasp what you are asking for, you can’t expect your employees to.
3. Make certain that you can justify your expectations. Employees
will need to see the bigger picture before they will commit to making any
changes.
Once you have outlined specific and clear expectations for employees, sit
down with them individually or as a group to discuss your expectations,
answer their questions, respond to their concerns and gain their
commitment.
The top performers in any
endeavor have coaches to help them maintain their performance and
continue to improve, but the very best both receive coaching and gain
even more by coaching others as well.
Kevin Eikenberry
Chief Potential Officer
The Kevin Eikenberry Group
p.s. As a leader, you're only as good as the people you
lead. Push yourself to be a better leader and better coach with Remarkable
Coaching.
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Learn
Coaching Skills to Develop Potential in Others!
Join us for
the Remarkable
Coaching workshop!
In this two-day workshop, you’ll
learn how to:
- Prepare to coach.
- Tell the difference between coaching and mentoring—and why it should
matter to you.
- Move from a coach to a leader.
- Establish an action plan for putting your coaching strategies into
action.
- Apply coaching at work (and outside of the office as well!)
- And much more!
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