How to Coach Yourself and Others How To Perform On The Job Coaching | Page 34

Why? – verify the reason Why is this important? What is the fundamental purpose? Who will it affect most if we succeed? If we fail? What are the consequences of doing nothing? When? – agree upon the timeline When do we start? - What is the deadline? What are the significant milestones? Who? – decide responsibilities Who will be responsible for what? Who will follow up with whom? Who else needs to know? How? – determine the method What will our processes be? What do we expect in terms of quality and standards of excellence? How and when do we communicate? How will we address conflict should it arise? How will we celebrate success? Try the What? Why? When? Who? and How? method to set clear agreements and get better results. Pam Solberg-Tapper MHSA, PCC – I spark entrepreneurial business leaders to set strategy, take action, and get results. How can I help you? Contact me at [email protected] ~ www.coachforsuccess.com ~ Linkedin ~ 218-340-3330 Coaching Tip 9 - Acknowledge training and development achievements Recognise and acknowledge training and development As an employer or manager, take the time to recognise and thank employees for successfully (or unsuccessfully) completing training and development courses, projects or challenges. Receiving recognition is a powerful motivator and stimulant towards further training and personal development. And yet the opportunity to acknowledge people's achievements is often overlooked. A simple letter of congratulations - especially in this age of disposable emails, or a mention in a company magazine or newsletter is often all that it takes to give people a huge boost. An email, or even a verbal 'well done' or pat on the back is better than nothing at all, but a letter is a very powerful indeed. Think about it: A letter, sent to the home address, is special. It's on official letter headed paper. It's personally signed. It took time and care to write, sign and send. It's something people tend to keep. It is likely to be opened so that the partner or family sees it too, which dramatically adds to the power of the recognition. So, an email is good, but not nearly so impactful as a letter. Here's are some short examples of simple sample letters of congratulations or encouragement for completing training and development aims, successfully, and also encouragement for unsuccessful effort, when some people need a boost more than ever. Letters of recognition and congratulations are appropriate from line managers, and higher up the organisation especially. An individual signed letter of congratulations from the MD or CEO is a hugely motivational event in most employee's lives. People's valiant failures deserve recognition too, and often help the person to keep positive, and keep striving to succeed in the future. 34