Coaching others: 15 Examples for Setting Performance Goals

Coaching is the process of improving performance that focuses on enhancing and bridging the gap from where one is to where they want to be.

Coaching others: Set Goals for your Employees. Here are some examples:

• Schedule coaching sessions in advance and have a solid agenda for each session that breaks down the mission for the day
• Treat the people being coached as partners in the company, encourage their input and trust them to carry out assignments
• Tap into individual strengths of employees in order to get the most out of them and get the greatest productivity from the team
• Make the expectations clear at the beginning of the session in order to help the coaching process flow smoothly
• Show respect for the employee's time and allow them to discuss issues and concerns during the sessions
• Seek out ideas and suggestions about solving a problem from employees and make these suggestions a part of the solution
• Express optimism and encouragement when both difficult and easy issues are discussed and model a constructive attitude that brings the team together
• Listen to others and try to understand their point of view rather than delivering unnecessary criticism or assigning blame
• Provide the authority, resources, support, and training necessary for others to carry out solutions
• Offer assistance and support to those one is coaching in order to help them implement change and accomplish desired goals

Coaching others: Improve and master this core skill with these ideas

• Build relationships. Relationships are built on trust! Establishing boundaries and building trust by being clear about the policies and objectives is key to lasting relationships. Good judgment and personal character to follow through on any agreements reached at are mandatory to keeping these relationships thriving.
• Provide assessment. Providing timely feedback and proper evaluation to the employees is a significant step in the workplace. Assessment often focuses on gaps or inconsistencies that are lacking in the performance; the feedback helps the employees gain self-awareness and insight into their work giving a better performance in the future. Desired performance is the reason why assessment is provided.
• Challenging thinking and assumptions. Push for critical thinking in the workplace before any assumption can be reached upon. Difficult thinking is a significant part of the learning process that if properly used can bring about opportunities that can be used to bring about good.
• Support and encourage. be open to the perspective of others and allow employees to air their views without judging them. Supporting and encouraging employees to make progress towards their goals and to recognize their success and that of the company at large. The management should learn how to support and encourage their employees if they want their businesses to make the right progress.
• Results achieved. Business is about achieving goals, and one must be results oriented to produce the good results that the company requires. Effective coaching helps employees to learn how to concentrate on the concrete steps to achieve the expected results. The employee needs to get to set and acquire milestones to measure success and keep them accountable.