Guidance adapted from hrmorning.com.
Coaching does not need to be a formal, full-time activity. HRMorning’s guidance for workplace leaders identifies 12 situations where timely support may help employees build skills and address emerging challenges.
Everyday opportunities to coach
- Onboarding: Help new employees adjust to their roles and workplace.
- Time management: If deadlines are often missed, support employees in developing habits that help them manage their time and complete work efficiently.
- Stress and anxiety: For stressful roles, guide employees through stress-management and anxiety-prevention exercises.
- Repeated mistakes: When simple errors increase, coach employees on ways to prevent them.
- Organization: If documents, equipment or other items are often misplaced, help employees develop organizational techniques.
- Goal-setting: When a team seems directionless, consider goal-setting workshops and encourage progress.
- Obstacles: Teach employees to identify roadblocks and find solutions that work for them.
- Commitment and initiative: Recognize the value of employees’ work and encourage them to take pride in it.
- Declining performance: Address falling performance early, before a small problem becomes harder to manage.
- Interpersonal skills: Coach employees on communication, nonverbal cues and emotional intelligence.
- Conflict resolution: Help employees handle disagreements constructively.
- Presentation skills: Offer guidance when employees need help making information understandable to an audience.
HRMorning recommends being proactive when signs of a problem appear. Its central point is that coaching can help employees address difficulties and develop skills they can continue to refine.
Original Source: https://www.hrmorning.com/articles/when-you-need-to-intervene-coaching-your-employees-to-greatness/
