2. Connect individual goals to the big picture. One of the best ways to guide employees in setting goals is by linking those directly to the individual development, department or company. Whatever they set out to do needs to make sense from a broader perspective. Help them make that connection. 3. Keep the commitment alive. It's tempting as a coach to finish the goal setting part of the process and leave that on the back burner until the next review, but that ultimately undermines the benefits of the coaching relationship. To be effective in the role, coaches need to pay close attention to the progress being made by colleagues. Are they on track? Is anything getting in their way of progress? Keeping pace with your employee’s progress gives the coaches the opportunity to customize their conversations, to help employees integrate discoveries, and to see the impact on their performance over time. With this kind of just in time coaching, employees get the specific support they need.
Made with FlippingBook - Online catalogs