As leaders, we are in the constant mode of either coaching or providing feedback. At the same time we are knowingly or unknowingly being coached or counseled. As a trainer, coaching and feedback is not only an important KRA but also the most valuable tool to improve the performance of the trainees.
Lets us first understand what is the difference between training, coaching and counseling?
Training is imparting knowledge to someone who is new to the subject or domain. Training is teaching someone what he doesn’t know. Training enables the person to acquire the skill required to perform his duties.
Coaching is a process of educating the person on doing things differently or in an enhanced manner. Coaching also comes into the picture when person is trained however still is finding it difficult in performing his duties. In short coaching is used when there is a skill issue.
Counseling is guiding a person to look at things differently. Counseling deals with the emotional aspect of the problem. Generally counseling is used when there is a will issue. Counseling is also used to handle conflicts and other situations.
Coming backs to coaching and feedback, there are numerous ways of coaching an individual and giving them a feedback. However the most important thing is to ensure that feedback is implemented on. If the recipient does not buy your point, he will not work on your feedback hindering his and your progress. You should always speak to the recipient clearly and convey your intent and reasons behind the coaching and feedback. Once you have set the tempo, the recipient will be in a better position to understand your feedback. This also eliminates any doubts from the recipient’s mind.
Before coaching the individual, it s important that you define what is the individual’s current performance. Now compare it against what is expected out of him. If the individual’s current performance is below the minimum expectation line than use following steps
Create Awareness: For any feedback to be ingrained in recipients mind, it is important for him to know what is missing. Hence create awareness in a recipients mind about things that he needs to do differently. For e.g. if you need to give feedback to an executive on the way he handles his calls, make him listen to his calls and rate them. In short self assessment is the key to creating awareness.
1. Inform: Advice the recipient on how his performance is being impacted.
2. Demonstrate: Coach the individual. Demonstrate on different ways on handling a situation
3. Observe: Now observe the individual to check if feedback is being implemented.
4. Appreciate: appreciate the employee for improvement if any.
5. Action Plan: Draw an action plan based on performance and observation. Obtain consensus from the recipient on action plan and timelines.
6. Follow up: Follow up on action plan till you achieve the desired results.
Following these simple steps making it easier to achieve results.
