Setting Standards
Suggested Strategy: By communicating or rehashing the mechanisms and shared definition of standards, your employees will have the skills and knowledge necessary to achieve those standards.
Suggested Questions:
Î Demo Me or Teach Me: Just so that I don’t make assumptions about your knowledge or skills, could you please teach or demonstrate to me the steps behind or measures behind whatever the accountability measures are that have been defined by their position — if none have been defined prior to your coaching session, begin with the discussion of how they would define what accountability measures specifically look like in their position or within the company? Î Risk Question: What risk do you assume by not continuing to work on or learn the skills necessary behind our accountability measures? What can we do together to make sure you learn those things?
Suggested Activities:
Î Define & Coach: Follow up with the Demo Me or Teach Me conversation by having the employee give you their current definition or understanding of accountability measures, then provide your counter for every point they are not in alignment with your definition. This builds clarity and consistency. Î Observational Coaching: After going over your shared definition of accountability, observe this employee for a week and see if they have taken an understanding of the directives given and discussed. Then, after the first week, come together and reevaluate their definition of accountability through your standards.
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