This document discusses leveraging coaching moments to impact individuals and teams. It identifies 5 common tactics for effective coaching: being authentic; focusing on behaviors; listening and asking questions; collaborating instead of dictating; and sharing feedback and acknowledging progress. It then provides tactics for coaching different types of employees, including strong performers, those who need help balancing workloads, those with issues getting along with coworkers, and those who don't accept negative feedback. The document concludes by providing contact information to connect further on coaching strategies.

1. Leveraging
coaching
moments

2. Overview
 Coaching
moments are day-to-day
opportunities:


Become involved
Impact individuals and teams
 Timing
by:


is everything- Identify opportunities
Listening
Empathizing

3. 5 common tactics
 Be
authentic
 Focus on behaviors
 Listen and ask questions
 Collaborate, instead of dictate
 Share feedback and acknowledge
progress

4. Tactics for strong performers

Ineffective:




Deferring performance discussions
Providing little or no positive encouragement
Allowing day-to-day tasks to fall behind
Effective:




Discussing a big picture perspective and how their efforts fit in
Engaging them as to how they can better utilize their time and
skills
Identifying opportunities for encouragement, training, and
projects
Helping them focus on problem-solving rather than debating
points.

5. Tactics for those who need
help balancing workloads

Ineffective:




Deferring performance discussions
Avoiding assigning them challenging tasks
Accepting constant excuses and patterns of
inferior results
Effective:





Defining and agreeing on priorities
Mutually reviewing their workflow and limits
Meeting regularly to follow-up on priorities
Recognizing and praising progress
Addressing performance issues promptly

6. Tactics for those with issues
getting along with co-workers

Ineffective:



Patronizing
Listening to constant gossip
Effective:





Discussing effective conflict management
Using face-to-face interactions
Bringing these employees together
Mutually agreeing on expectations for
cooperation
Guiding about more productive uses for their
interpersonal energies.

7. Tactics for those who don’t
accept negative feedback

Ineffective:



Being general
Avoiding providing feedback
Effective:



Providing specific details and critical issues
Focusing on roles
Setting expectations for their participation




Identifying options
Developing a response
Engaging them in identifying issues and options, as well
as executing solutions
Following-up and acknowledging progress.

8. Let’s connect
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