If there is no developmental flow in an organization then it is likely to fall short of reaching its goals in time. And given the strict conditions of the market where all the companies are going toe to toe and edging each other out, a non-developmental phase in an organization can make or break their long term success. As such, a developmental coaching strategy needs to be adapted by all organizations regardless of what level they may be.
The way the entire coaching session is carried out is certainly a critical aspect which ultimately determines the success of the session in the aftermath. It goes without saying that there is a certain set of methods and procedures through which you can go along with the session so as to make sure you stay on the right track, and only the most effective results are achieved as a result of the sessions.
The following are the steps that you can carry out during the session in order to ensure success of the overall session:
The first step is necessary as it lays down the foundation of a successful session up ahead. As always, it is healthy to start off with introductions. Without developing a friendly environment around the room, it will be impossible for all the employees to have ease in communicating and getting their points across. This is the main reason why opening up and building rapport with the juniors is a critical component of the initial stages.
Each and every person knows the main reason why the session is being called. As such, instead of avoiding the main point of the debate, it is better to discuss the elephant in the room straight up and clarify that the organization knows there are issues, and that these issues have led to the development of existing gaps. As soon as these points are laid across, all the people present in the session will know what is there to be discussed and jump straight to the point instead of beating about the bush.
Once the problem or case study has been presented in front of the people involved, it will be time to identify the remedial process or steps that need to be taken in order to have the issues resolved. Of course, doing so will certainly come at the expense of a few difficulties. Likewise, these difficulties and obstacles also need to be discussed straightforward so all underlying problems that are being faced can be identified promptly.
The objectives that are required to be met by the organization won’t simply be achieved without any strategic module that targets exactly what requires being availed. This is why you need to present the situation to the employees involved in the session. Of course, you need to remember in this instance that this is a coaching session not for developing or polishing your own individual skills or expertise. Instead, it is focused on doing the same for the junior crop of employees. As such, all the planning and development of an action plan that meets the objectives needs to be left entirely up to the people that are being trained in the session. This approach would not only help the people involved in enhancing their teamwork skills but also enable you to figure out exactly which employee is good at brainstorming and exactly which employee could do with a bit more of a push.
Once all the people involved have effectively come to a decisive conclusion, the session will of course need to be called off. Before this happens, though, you need to assure that the presented conclusion is unanimously agreed upon. In order to achieve this fate, all the opposing theories and claims will need to be settled so as to make sure none of the employees leave the room baffled or wondering whether or not a different approach would’ve been effective in resolving the issue.
The point is to make sure that all the employees involved are on the same wavelength and understand the initiative that needs to be taken wholeheartedly. If the team isn’t aligned, it would defeat the whole purpose of the session as teamwork is one of the main qualities that need to be polished via this coaching session. Once you have made sure there are no underlying problems within the employees’ minds, it will be the right time to conclude the session.
As the session concludes, it is necessary for all the employees and the people involved in the session to follow up on all the agreements that were decided upon during the session. This means that the strategies, ideas, concepts, and resolutions that were laid forward will all need to be taken an active approach towards. In case any employee is found to be lacking in any of these areas, it would be quite a disappointment as that would mean there was no use of the coaching session.
You don’t want any of the employees to slack off after the session. This is why it is necessary for you to ensure that all of the involved employees are actively taking part in following up on all the procedures that were decided upon during the session. Of course, as the coach, it is necessary for you to lead by example and follow up on the session to ensure accountability and inspire all the others to follow the same approach as you.
By Sophia Sanchez, SPHR
Principal Consultant – Develop For Results International
Author of “The Development Alternative: Powerful Strategies for unparalleled Business Results”
For more information about our Human Resource Consulting services to include Management Development packages please visit DFRIHR.com