Establishing the Right Coaching Mindset

Transcript of the free preview lesson. Remaining lessons unlock with the full course.

If you need to coach an employee how do you develop the right mindset? To understand what your mindset should look like you need to learn what the purpose of coaching is, how to outline your goals, and how to plan and set parameters. According to the Society of Human Resources Management, coaching in a business environment "is a training method in which a more experienced "or skilled individual provides an employee with advice "or guidance intended to help the employee "to develop their skills, performance, and career." Coaching isn't meant to just be a single step, or technique in a progressive discipline system. And it's not teaching or instruction either. It's a process of guiding the person being coached from one level of competency to another. Coaching can be approached just like any other strategic initiative, and treated with the same level of importance. Successful execution requires commitment from both the organization and the person being coached. It's recommended that you approach coaching positively. This is beneficial for everyone and can be used to improve the performances of all employees. They can be coached from the minute they begin their employment and, at various intervals, throughout their careers. Coaching can be treated as a formalized initiative and completed at specific and scheduled times. Or it can be treated as an ongoing activity. Coaching behaviors are used to communicate, manage and influence others. Coaching is also valuable in environments that value learning and continuous employee development. It's a best practice to treat coaching sessions as a unique and tailored event. And to aim them, specifically, at addressing an employee's needs. While generalized and group training sessions inform multiple employees about company processes, procedures and systems, coaching is meant to be specific, customized, and unique. Being coachable means that you are open to asking for and receiving feedback. Looking inward at how you can move forward, and being interested in growth. You don't take criticism personally, and you see coaching as an opportunity. But not all employees are easily coachable. Some people simply dislike feedback regarding their performance, and would much rather learn things themselves. For coaching to be effective you may need some very well-defined skills, and the person receiving the coaching needs to be receptive of advice and recommendations from their coach. The coaching experience runs more smoothly, if both people involved are willing to engage and grow from it. Coaching's ultimate purpose and end goal should be a uniquely defined discussion that's complete with acceptance, growth, and the achievement of well-defined goals and criteria for the person being coached, as well as for yourself.