ABSTRACT
Being specific is the key to success. Take the time to ensure managers know, in the simplest terms, exactly what they expect and how they can differentiate success from failure. The coaching process is an effective tool for use with employees who demonstrate attitude and behavior related performance problems. The payback for improving managers' good people will always be higher than their efforts to improve weak employees and will be infinitely higher than their efforts to improve those employees who do not want to improve. The key to successfully coaching behavioral changes is clear, precise, communications. The responsibility lies with the coach to be explicit in identifying the specific behavior characteristics and performance levels or behaviors that will not be tolerated. Firing employees who refuse to meet, or cannot meet the accepted standards for performance and behavior is the only “fair” thing to do in respect to those employees who demonstrate acceptable behavioral performance.
