How to Coach Yourself and Others Popular Models for Coaching | Page 261

starting point is always that the employee must want it to
happen.
3. W for Win-Win
A win-win solution is one that meets everyone's needs. It
doesn't matter if it is a solution that you propose or the
employee proposes, as long as it is acceptable all round. When
you find a solution that appears to be a win-win one, always test
it to see if it genuinely does bring benefits to all parties.
4. E for Executable Now
If you find suitable solutions at a counselling session, aim to
include in the plan something that can be implemented
straightaway. This sets the change in motion and increases the
likelihood of success.
5. R for Realistic
Make sure that the solutions you agree with your employees are
realistic. Don't make the plans too detailed or imprecise. Don't
set targets that are impossibly high or unexcitedly low. Don't set
time frames too far ahead. And don't set outcomes that are way
beyond a person's hope of achieving.
A change should always be the outcome of a counselling
process. But it should be a change that can be managed. That
means checking that it is a POWER-based solution.

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