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Bring Your Own effective . This is where regularly scheduled one-on-one coaching conversations are helpful and can replace the dreaded quarterly or annual performance reviews . Set a specific day each week or month to touch base , and stick to it . Frequent canceling sends a message that it ’ s not important . If it is monthly , an hour is appropriate ; if it ’ s weekly , then budget 20 – 30 minutes .
Use these conversations to review individual key performance indicators and priorities . Recognize good performance , analyze underperformance , and discuss activities needed to get back on track . Ask questions to put the focus on the process rather than lamenting results . Also give feedback on adherence to core values and , if necessary , develop strategies to correct behavior . Don ’ t hold back ; timely feedback is the most effective . It is easier to digest and prevents the formation of bad habits .
In order to grow people , you must expose them to different experiences . Regularly modify an employee ’ s tasks and responsibilities to present new challenges .
This is how experience-learning happens , especially when these challenges allow people to play to their strengths . Regularly question each employee ’ s task list in your coaching
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conversations and search for opportunities to refocus activities on areas that the person is naturally drawn to but that , at the same time , represent a challenge .
Frame these development conversations by sharing your view about where the markets , industry , and company are heading and how your employee ’ s plans , aspirations , and dreams fit into this bigger picture .
In his book , “ The Weekly Coaching Conversation ,” Brian Souza notes , “ Great coaches consistently get the most out of their people because they consistently put the most into their people .” Managing people is difficult because people are complex . In today ’ s high-pressure environments , it is very easy to get caught up in the fight for results and to forget about the complex human beings who are needed to produce them . That ’ s why it is good to remind ourselves that in business and in life , the journey , not the destination , is the reward . To quote Souza , as he beautifully describes the deeper purpose of coaching : “ When all is said and done and we ’ ve completed this journey we call life , what will matter most is not what we have achieved — but rather , who we have become .” n
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