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How do you keep coaching your staff over time?

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Coaching your staff is not a one-time event, but a continuous process of providing feedback, guidance, and support to help them grow and achieve their goals. However, coaching can also be challenging, especially if you have a large or diverse team, or if you face competing demands and priorities. How do you keep coaching your staff over time, without losing momentum, quality, or motivation? Here are some tips to help you maintain an effective and consistent coaching practice.

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Tailor your coaching approach:

Assess your team's current performance and needs. This ensures you provide relevant guidance, avoiding wasted effort on redundant topics.### *Set clear, achievable goals:Use SMART goals to define specific, measurable outcomes. This keeps both you and your staff aligned and focused on realistic targets within a set timeframe.

本摘要由 AI 和以下专家提供支持

Harry Rodger

Associate Professor @ University of…
Rasha Abul Nasr MBA, NCDA, FCD-Instructor, CCSP - CPTP

I’m certified from the National Career…

1 Assess your coaching needs

Before you start coaching your staff, you need to assess their current performance, skills, and development needs. This will help you tailor your coaching approach and goals to each individual, and avoid wasting time or resources on irrelevant or redundant topics. You can use various methods to assess your coaching needs, such as observing your staff at work, reviewing their outputs and feedback, conducting surveys or interviews, or using online tools or assessments. You should also involve your staff in the assessment process, and ask them to self-reflect on their strengths, weaknesses, and aspirations.

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Rita Mendes

Senior People Specialist @Present Technologies | Learning & Development Leader | Tech Recruiter
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I recommend a skill-based model for implementing a coaching program, following these steps: 1. Identify Relevant Skills 2. Create Skill Categories 3. Define Skill Levels 4. Develop Assessment Criteria: 5. Choose Assessment Methods 6. Create Assessment Tools 7. Gather Data 8. Analyze Results 9. Set Coaching Goals 10. Design Coaching Plans 11. Implement Coaching 12. Track Progress 13. Provide Feedback 14. Iterate and Improve Consistency and communication are key to successfully implementing a coaching program based on a skill-based model. This approach will help your staff develop their skills and contribute more effectively to your organization's goals.

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2 Set SMART goals

Once you have identified your coaching needs, you need to set SMART goals for your staff. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. SMART goals help you and your staff to clarify what you want to achieve, how you will measure progress and success, and when you expect to reach the desired outcomes. SMART goals also help you to align your coaching objectives with your organizational goals and priorities, and to communicate them clearly and effectively to your staff.

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Rasha Abul Nasr MBA, NCDA, FCD-Instructor, CCSP - CPTP

I’m certified from the National Career Development Association NCDA, FCD- Instructor, #CCSP -# CPTP#Trainer #People & Culture#Career Coach #CV writing using#ATS #career guidance#interviewingskills#TOT#KSA & Gulf Trainer
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Be aware of the GROW model, your team needs care & appreciation and empathy. Always act towards their benefits and treat them with respect, build trust and this is the key word "trust". Once there's long-term relationship and trust, coaching is a continuous process in the daily routine

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3 Choose appropriate coaching methods

Depending on your coaching goals, needs, and resources, you can choose from a variety of coaching methods to deliver your coaching sessions. For example, one-on-one coaching is the most personalized and flexible option, allowing you to provide specific feedback, guidance, and support to address complex or sensitive issues. Group coaching is more efficient and collaborative, fostering peer learning and generating ideas and solutions. Online coaching is a more convenient and accessible option, overcoming geographical or logistical barriers and leveraging digital resources. Whichever method you choose, it will ultimately help to build trust and rapport with your staff, create a sense of community and accountability, and provide more flexible and timely coaching.

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4 Provide regular feedback

Feedback is an essential component of coaching, as it helps your staff to understand their performance, to identify their areas of improvement, and to recognize their achievements. You should provide regular feedback to your staff, both during and after your coaching sessions, and use both positive and constructive feedback. Positive feedback helps your staff to feel valued, motivated, and confident, while constructive feedback helps them to address their gaps, challenges, and mistakes. When providing feedback, you should be specific, timely, respectful, and actionable.

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5 Monitor and evaluate progress

To ensure that your coaching is effective and impactful, you need to monitor and evaluate the progress of your staff towards their goals. You can use various indicators and measures to track and assess their performance, such as quantitative data, qualitative feedback, behavioral observations, or self-reports. You should also review and update your coaching goals and methods regularly, and adjust them as needed based on the results and feedback. Moreover, you should celebrate and acknowledge the achievements and improvements of your staff, and reward them accordingly.

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Breauna C. Wall, Ed.D.

God 1st | Professional Learning Facilitator | Coach | Author | Researcher | Lifelong Learner
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Progress monitoring is critical and all too often left undone. There are many methods and tools that can be supportive in monitoring progress.

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6 Seek continuous improvement

As a coach, you also need to seek continuous improvement for yourself, and enhance your own coaching skills and competencies. You can do this by seeking feedback from your staff, peers, or managers, and by reflecting on your own strengths, weaknesses, and areas of development. You can also learn from other coaches, by observing their practices, attending their sessions, or joining their networks or communities. Additionally, you can pursue further training, education, or certification in coaching, and keep yourself updated on the latest trends and best practices in coaching.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Harry Rodger

Associate Professor @ University of Hurlingham | Extractive Metallurgy, Physical Chemistry
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It is a very polite and positive article. Many bosses may see themselves described by a number of these suggestions, and even persuade the board of governors -or shareholders- they are doing well. Karl Popper stated that scientific knowledge cannot be proven positively, the only thing you can do is disprove it. Similarly, a boss that mostly fits into this description still may cause a lot of trouble to the organisation -and to the lives of employees- by missing only one of these. Consider including an exemplar list of actions that a manager should NOT do, and what would be the potential consequences of these wrong actions. This will categorically reveal the presence of abusive managers that rely on their hierarchy to hide their weaknesses.

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How do you keep coaching your staff over time?

1

2

3

4

5

6

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1 Assess your coaching needs

2 Set SMART goals

3 Choose appropriate coaching methods

4 Provide regular feedback

5 Monitor and evaluate progress

6 Seek continuous improvement

7 Here’s what else to consider

Staff Development

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How do you keep coaching your staff over time?

1

2

3

4

5

6

7

1 Assess your coaching needs

2 Set SMART goals

3 Choose appropriate coaching methods

4 Provide regular feedback

5 Monitor and evaluate progress

6 Seek continuous improvement

7 Here’s what else to consider

Staff Development

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感谢您的反馈

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