Coaching Process and Practice

Name: Coaching Process and Practice
Author: Khin Hnin Soe

Learn the coaching process and practices.

Preview the first lesson free — get full access to all 5 lessons.

Course: On-Demand

(gentle inspirational music) How can you put your coaching process into practice? In these lessons, we'll look at how you can set the stage for coaching, carrying out the initial assessment of your employee, what support and tools you can provide to them, and how to provide feedback and evaluations on their progress. In the workplace, it's usually the company that initiates the coaching program for its employees. Some of those employees may feel enthusiastic to be part of the coaching program, while others may view it as a waste of time. So let's consider how to set the stage correctly with the employee to ensure the coaching's success. Employees may not know what the coaching program means for their professional and leadership development. It's best to get their mindset ready and explain how you can help facilitate their learning and growth. Prepare for the coaching sessions and provide a safe space for them to openly discuss how they can work on their professional development. Ask questions to help them formulate their own solutions. Listen, to detect their blind spots and give feedback without being judgmental. Perform follow-ups and reviews to make them accountable for following through with the agreed upon actions. Also, maintain confidentiality. In addition, you can use a coaching brief template at the initial meeting, to ask your employee, "What are the development areas such as skills or behaviors that you want to work on? What are the desired outcomes that you want to see at the end of the coaching program? What are the learning and development activities that you're currently doing?" And, "What concerns do you have regarding the coaching program?" You can also keep them accountable by diligently following up on agreed upon actions. Be willing to try new methods, approaches, or perspectives, and be transparent about what's happening to them during the coaching process. Keep in mind that your employees may have hectic schedules and a heavy workload, especially if they're leaders. They may still be caught up in their day-to-day work when they come for their coaching session. So before every session, you can use the pre-coaching template to orient your employee's mindset back to the coaching and reflect on their agreed upon actions. Using the template, you can find out what's useful for your employee by asking how they're progressing with the agreed upon actions. Are they facing any challenges now, or do they think they will later? You can talk with them about what they want to discuss in any upcoming sessions. You can send this coaching brief to your employee and require them to return it prior to the coaching session. Then, before you start the session, you can review their progress and the fields that they want to focus on. Next, you can emphasize that you'll always consider their best interest. Let's say that your company wants your employee to focus on improving their communication skills, but they're more interested in working on their skills regarding setting strategy. You can align both by coaching them on setting the strategy and then how to communicate it to others for approval and implementation. This way, you're focused on the employee's goal, as well as satisfying the area of improvement that the company highlighted. Your employees, especially those who are working as leaders, may not have many people they can turn to for honest feedback, to challenge their decisions, and to question their judgment. That's where you can come in, but they need to trust you. Otherwise you won't have a successful coaching relationship. They need to feel like they can express whatever they're feeling to you. By setting clear criteria for boundaries, agreements, and success measurement, they'll be clear about what's involved and how to build trust.

Advanced Provider : Khin Hnin Soe 5 Lessons · 21m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

This module discusses how to prepare for the first coaching session, along with providing the employee with support and tools that can help with the coaching process. It also covers how to give feedback and evaluate coaching sessions.

What You'll Learn

Prepare for the first coaching session and set the stage
Conduct the first assessment of the employee being coached
Provide employees with support and tools that aid the coaching process
Give feedback effectively during the coaching process
Evaluate coaching sessions and conduct coaching evaluations

Key Takeaways

The module explains how to prepare for the first coaching session.
It identifies the support and tools that can help with the coaching process.
It covers the process of giving feedback to the employee being coached.
It addresses how to evaluate coaching sessions through coaching evaluation.

Frequently Asked Questions

What does this course cover?

This module discusses how to prepare for the first coaching session, provides the employee with support and tools that can help with the coaching process, and covers how to give feedback and evaluate coaching sessions.

What topics are included in the lessons?

The lessons are Setting the Stage, The First Assessment, Support and Tools, Giving Feedback and Doing Evaluations, and a Test Your Knowledge section.

What skills does this course help develop?

It relates to skills including Coaching, Agile Coaching, Business Coaching, Developing Training Materials, Employee Coaching, and Training Workshop.

Is there a knowledge check in this course?

Yes, the course includes a Test Your Knowledge lesson.

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