Frequent Check-Ins
Suggested Strategy: Allow your employees to feel that you’re engaged in
the process of keeping them there through check-ins, both formal and
informal. Structure these check- ins from the beginning and you’ll have
the opportunity to see growth.
Suggested Questions:
→ Self-Actualized Question: What is your relationship with feedback and
check-ins? Did you receive them at your last place of work, and if so,
what worked/didn’t? If you didn’t, what do you wish to come out of the
check in process?
→ Rating Question: On a scale of one to six, with six being I give you
quality feedback and check-ins on a weekly basis, and one being I rarely
give you feedback of quality, where would you rate me and why? What
can we do to move this process closer to a six?
Suggested Activities:
→ Whiteboard Coaching: Come up with an action plan based on that
feedback to adjust the way you deliver feedback in the months to follow
and write it out on a whiteboard to provide a visual representation of
your coaching target’s goals and the steps they will need to take to
reach those goals. Have your coaching target participate through
writing out their strategy themselves through the discussion.
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