Coaching is an effective way to help employees identify and develop their potential, as well as recognize organizational and individual strengths and development opportunities. The goal of performance coaching is not to make the employee feel bad, nor to show how much the human resources professional or manager knows. Rather, it is to work with the employee to solve performance problems and improve their work, the team's work, and the department's work. Managers and leaders are essential for a company's success, and having effective training skills is key.
Ongoing training helps onboard and retain employees, improve performance, develop skills, and transfer knowledge. Additionally, training others is an effective method for reinforcing and transferring learning. It is important to remember that training takes time and requires real commitment and a desire to actively participate in employee development. Throughout the coaching process, it is important to keep in mind that the main objective is to improve performance. Managers should avoid jumping to conclusions when they identify a performance problem.
As with any problem-solving process, the first step, and often the most difficult, is to clearly identify what the problem is. With the support of their trust-based coach, employees understand that even if they fail to try something new or difficult, their coach will still be there to help them take advantage of the failure as an opportunity for learning and personal growth, rather than using that failure as a club during their next performance evaluation. Learning experiences should include “real world examples” of training opportunities and scenarios to help managers practice key training conversations. Organizations can anticipate the challenges that come with shifting responsibilities and better prepare their coaches to facilitate the transition. To reinforce the development of training capacity and clarify the expectations of coaches, talent leaders must consider how to create responsibility in training.
Establishing trust is fundamental to any coaching relationship; when employees receive ongoing support from someone they trust to back them up, they develop the psychological security needed to honestly reflect on what drives and inhibits their performance. Many organizations address this issue by combining positive feedback, identifying and tracking key training metrics, adjusting managers' performance criteria, and even considering training capacity before promoting employees to a management position. The capacity and training of a coach are as important as the development of the person receiving the training. Just as training is necessary for athletes, it is crucial for preparing organizations for the changing nature of work. This innovative approach presents a training model and creative techniques for managers to use in developing a supportive environment and addressing individual differences such as language, culture, age, and value systems. Investing in an online training platform can equip managers with the skills needed to start training employees for improved performance.
Here are five benefits of investing in such a platform:
- It helps onboard new employees quickly.
- It helps retain existing employees.
- It improves employee performance.
- It develops skills.
- It transfers knowledge.
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