Specific coaching needs for each individual colleague will be determined as a result of considering a combination of three main elements: General need for coaching The factors relating to the individual colleague Discussion with each individual staff member. What factors will individualise the coaching needed for each staff member? The following is a representative list of factors you will need to take into account when developing a coaching plan for a staff member. Remember, factoring in these considerations is important because you do not want to deliver coaching seen as unnecessary. You need to make sure you address genuine, identified need. Urgency of the coaching This can be influenced by: The number of staff needing to be coached. If all staff have to be coached, the need can be urgent The nature of the coaching topic, such as whether or not it is a legal requirement, a safety issue, or strongly related to revenue and/or service standards. The colleague’s previous work, life experience and training It is useful to know whether or not staff have had positive or negative experiences with earlier coaching/training. Colleagues with negative experiences relating to coaching/training can warrant: Extra attention More support Added time to ensure they understand the first time they receive coaching. This allows you to build success upon success with your coaching. The colleague’s current skill level When delivering coaching it is to know where the individual staff members are starting from, and where it is you want them to go.
Specific coaching needs for each individual colleague will be determined as a result of considering a combination of three main elements: General need for coaching The factors relating to the individual colleague Discussion with each individual staff member. What factors will individualise the coaching needed for each staff member? The following is a representative list of factors you will need to take into account when developing a coaching plan for a staff member. Remember, factoring in these considerations is important because you do not want to deliver coaching seen as unnecessary. You need to make sure you address genuine, identified need. Urgency of the coaching This can be influenced by: The number of staff needing to be coached. If all staff have to be coached, the need can be urgent The nature of the coaching topic, such as whether or not it is a legal requirement, a safety issue, or strongly related to revenue and/or service standards. The colleague’s previous work, life experience and training It is useful to know whether or not staff have had positive or negative experiences with earlier coaching/training. Colleagues with negative experiences relating to coaching/training can warrant: Extra attention More support Added time to ensure they understand the first time they receive coaching. This allows you to build success upon success with your coaching. The colleague’s current skill level When delivering coaching it is to know where the individual staff members are starting from, and where it is you want them to go.
TM_Coach_others_in_job_skills_refined.docx