Check out this week's performance pointer from Penumbra Group, your best resource for training and development solutions.
There are four steps to the Penumbra Performance
Coaching model: Preparation / Observation /
Feedback / Coaching. The last phase is an on-going
process that you will engage in with your employee.
During the coaching phase, you are working with
your employee on their development. Coaching is
interactive; you are observing and providing
feedback and he or she is sharing insights on their
use of new skills. Your goal as a performance coach
is to provide increasingly more difficult levels of
responsibility that gradually challenge them.
Think "stretch" not "stress".
Coaching goes both ways at this point - you should
seek feedback on how your coaching style is meshing
(or not) with your employee. Periodic meetings on
the effectiveness of your feedback style and what
you can do to directly impact the integration of the
feedback you are giving are important for this phase
to be successful.
As a supervisor and coach you have a unique
opportunity to blend delegation with mentoring while
keeping accountability at the forefront. An employee
who feels invested in and who sees the commitment
you are making to their success will naturally be
loyal - and you will have more people to delegate to!