(one of HR forum)
Coaching must include constant and constructive feedback initiated by management and directed toward an employee. It needs to be aimed at increasing the employee’s awareness of his abilities. When conducted properly, coaching results in increased performance. Coaching allows managers to hold a mirror of truth up to an employee, help him adjust his behavior and learn from his mistakes in a positive manner.
Prepare to talk with the employee. Think about the message you want to send her. Be competent in the area you want to coach the employee and have confidence in yourself.
List the job behaviors and competencies that are most important to the employee’s position. Compare the observed behavior of the employee with ideal behaviors. Note any challenges along with ways you and the employee need to improve those behaviors.
Invite the employee to provide a self-assessment as a means of initiating a coaching session.
Share your observation with employee. Compare and contrast observations with the employee’s self-assessment.
Ask questions about what could be changed or modified so the ideal performance standards are reached. Let the employee know you are open to her input. Discuss her ideas and concerns.
Develop a course of action to obtain the preferred behavior. Identify the best situation and time for new learning to take place. Coach the employee to choose the direction that leads to positive change. Involve managers in the process so everyone is on board and on the same page.
Make observations and note what works and what does not as the employee strives to make changes. Summarize observations to the employee and verify that he understands what you have observed. Provide immediate feedback.
Set a time and place for future coaching sessions, or follow-up, if necessary.
Close each coaching session on a positive note.
Make a few informal notes on the session for reference during future coaching sessions or for future disciplinary action if necessary.