Here’s a quick checklist for you to use to ensure you “cover all the bases” in your coaching sessions, after all, it is that performance review time of year.
- As the coach, have you clearly stated the objectives of the initial coaching session and checked understanding by both parties?
- Has the employee participated in defining the nature of the problem or an opportunity for growth?
- Has the employee’s perception about the performance problem or opportunities for improvement received full consideration?
- Is the employee involved in researching his or her own options for how to take advantage of an opportunity or solve the problem?
- Has the employee helped to determine his or her own learning goals and the appropriate activities to support the achievement of those goals?
- Has a clear process been set up to carry out the coaching activities and to measure progress along the way?
- As a coach, have you asked for feedback regarding the effectiveness of the coaching process?