ABSTRACT
Simply trying something once or twice never results in long-term success. A proven technique for making effective coaching a habit for the coach and his employees is this simple follow-up approach to be used after each assignment in which a coaching session is involved. In many cases, especially after the coaching process has been in use for awhile, managers will find the employee becomes a harsher critic of success than managers are. But, regardless of the outcome, it’s critical that managers and the employee agree on whether their minimal, primary or visionary goals were met. If the desired results were obtained, acknowledge the accomplishment and reinforce the value of the success and the employee’s achievement by asking him to review, briefly, why he or she felt he was successful. The key is for the coach to actively listen, with an open mind, and for the employee to offer suggestions on what’s needed for him to consistently reach the primary goals.
