How to Coach Yourself and Others How To Perform On The Job Coaching

Coaching Tip 2 - General Tips Some tips to make training (and learning, coaching, mentoring) more enjoyable and effective:           keep instructions positive ('do this' rather than 'don't do this') avoid jargon - or if you can't then explain them and better still provide a written glossary you must tailor training to the individual, so you need to be prepared to adapt the pace according to the performance once training has begun encourage, and be kind and thoughtful - be accepting of mistakes, and treat them as an opportunity for you both to learn from them focus on accomplishment and progress - recognition is the fuel of development offer praise generously be enthusiastic - if you show you care you can expect your trainee to care too check progress regularly and give feedback invite questions and discussion be patient and keep a sense of humour Coaching Tip 3 - Induction training tips:       assess skill and knowledge level before you start teach the really easy stuff first break it down into small steps and pieces of information encourage pride cover health and safety issues fully and carefully try to identify a mentor or helper for the trainee As a manager, supervisor, or an organisation, helping your people to develop is the greatest contribution you can make to their well-being. Do it to your utmost and you will be rewarded many times over through greater productivity, efficiency, environment and all-round job-satisfaction. Remember also to strive for your own personal self-development at all times - these days we have more opportunity and resource available than ever to increase our skills, knowledge and selfawareness. Make use of it all. Coaching Tip 4 - A Simple Tool to Ask for Feedback By Pam Solberg-Tapper A common theme that emerges with many of my coaching trainees is that they would like more feedback. They would like to know if they are doing a good job and are on track with what is expected of them. Further, if they are not meeting the expectations, they would like to know what they need to do differently. I encourage my trainees to “coach up” by being proactive and ask for feedback. Here is a simple feedback tool that works for many situations: Ask: What should I start doing, stop doing and continue to do? Another variation is: What should I do more of, less of and continue to do? These simple questions can help you get specific feedback and information that can help you stay on top of your game. 31

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