Below you'll find a list of all posts that have been tagged as “communication”
Step 7- The Last Step to Amazing Employee Transformation! Step 7 is the final step in the coaching model. The first 6 steps are all about creating clarity with the employee regarding performance expectations and consequences for continued sub-par performance. In step 7 the coach says, “Here is how I am going to help you get better.” Great coaches that …
Step 5 and 6 – Two Powerful Steps to Impact Employee Performance! Step 5 is the most critical of all steps in the coaching model. I believe it is the step that leaders struggle with the most. Sports coaches don’t struggle with this one at all. Why? They understand the power of the consequence as a natural motivator for their …
Welcome to part 4 of my blog series on coaching skills Most leaders are generally conflict avoidant. The idea of having a straightforward conversation with a subordinate about how they can and should improve their performance gives many a serious case of indigestion. Those that press on and say they have no fear tend to be abrasive, abrupt and sharp …
In this 4 minute video of the 7 step coaching model I explain and model the first 2 steps. Leadership Coach Doug Semenick and I role play the need for managers to “get directly to the point” when having a coaching conversation with an employee. We also discuss how impactful it can be when a high trust leader shares their …
This blog is Part 2 in a series of 5 reviewing my 7 step coaching model. Step 1 was “Get directly to the point”. You can read that blog by clicking here. Step Two — Express your feelings about their behavior or performance This step was inspired by Ken Blanchard in his bestselling book “The One Minute Manager.” Dr. Blanchard explains that …
One of the more difficult conversations to have with an employee is any one that involves discussion how their performance needs to improve. There are huge emotional walls many managers need to get over to be effective managers of employee performance. Many managers are fearful they will hurt the employees’ feelings or make them cry. Other managers struggle because they …
