Coaching For Development - Pre-work Review

Coaching is an ongoing process designed to help a person recognize unknown potential and then reach that potential. Unlike a one shot meeting or training, coaching involves continuous support and guidance over a period of time. It focuses on developing and unlocking the individual's capabilities through regular feedback, goal setting, and skill enhancement. This ongoing nature of coaching allows for the exploration and realization of untapped talents, leading to personal growth and improved performance.

Establishing rapport is the foundation of the coaching relationship.

The correct answer is to do a self-assessment and work with the employee to figure out why and how the coaching is not working. This is because blaming external factors or giving up on the employee is not a productive approach. By conducting a self-assessment, the coach can identify any shortcomings in their coaching methods or communication skills. Working with the employee allows for open dialogue and collaboration to identify the root causes of the issue and find potential solutions.

The correct answer is: Establish rapport, set goals, create a development plan, conduct coaching sessions, and monitor and follow-up.

This order of steps in the coaching process makes logical sense. First, it is important to establish rapport with the coachee to build trust and a positive relationship. Then, setting goals helps to clarify what the coachee wants to achieve. Creating a development plan outlines the specific actions and strategies to reach those goals. Conducting coaching sessions allows for the implementation of the plan and the opportunity for guidance and support. Finally, monitoring and follow-up ensure that progress is being made and adjustments can be made if necessary.

Madison didn’t do anything wrong, she took care of the patients’ need in a friendly manner. However, she could have walked the patient over, or asked another staff member if she was not able to, instead of just giving her the directions. This can be addressed by means of a conversation with Madison without the patient present.

Coaching an employee when they are displaying a positive attitude and the timing/situation are appropriate is the best approach because it allows for a constructive and receptive environment. By waiting for the employee to demonstrate a positive attitude, they are more likely to be open to feedback and willing to make improvements. Additionally, choosing the right timing and situation ensures that the employee is not overwhelmed or distracted by other tasks or responsibilities. This approach promotes effective communication and increases the likelihood of successful coaching and development.

This answer is the correct example of a SMART goal because it is specific, measurable, achievable, relevant, and time-bound. The goal clearly states the desired outcome of saving $1200 by January of next year for a specific purpose, which is a Spring Break vacation in March. The action steps are also mentioned, such as automatically transferring $100 from the checking account into the savings account twice a month. Additionally, the progress can be monitored through the online banking website. This goal meets all the criteria of a SMART goal.

Feedback needs to be timely. The closer feedback is tied to the behavior in question (good or bad) the more powerful it will be.

The answer "Patience, an open mind, communication" aligns with the key elements of successful coaching. Patience is important because it allows the coach to give the coachee time to learn and grow. An open mind is necessary to understand the coachee's perspective and adapt coaching techniques accordingly. Communication is crucial for effective coaching as it enables clear understanding, feedback, and guidance between the coach and coachee. These three elements together create a supportive and empowering coaching environment.

Below the surface questions allows for more in-depth conversation and insight into the person's thoughts, ideas or concerns on the topic or situation.

Formal Coaching and Informal Coaching are used to not only address performance and disciplinary issues but also to acknowledge when a person is doing well and how they may be able to continue growing.

Tip of the Iceberg questions provide you with limited information from the employee.

The term "Connected" refers to a performer who needs continual reassurance from their manager that they are meeting the manager's expectations. This suggests that the performer relies heavily on feedback and validation from their manager to feel secure in their performance. They seek constant communication and support to stay connected with their manager's expectations and to maintain their confidence in their work.

The Independent Performer is the most challenging because they are only open to receiving feedback when they deem it necessary.