Page 92 - FLL Virtual Binder 2018

Plan
• Ensure employee clearly understands the job purpose and responsibilities.
• Use performance management tools effectively, for example, the Diamond Fit model to delegate with appropriate level of empowerment and observe and assess performance.
• Plan coaching session, for example, date, time, location, and format - formal, informal, or both.
• Develop questions to engage the team member as an active participant in the coaching process.
• Identify the appropriate coaching strategy and desired outcomes. Dialogue
• Use Intent and Consent technique at the beginning of the interaction to outline the purpose, process and desired outcomes of the dialogue.
• Provide balanced feedback, listen carefully and ask questions to ensure a two way dialogue.
• Ask how you can provide support and encourage self assessment.
• Mutually agree on and record next steps/action plan.
• Focus on the goals of development and respect for the team member.
Check
• Objectively assess performance to ensure your coaching feedback is accurate and effective.
• Confirm the employee’s understanding of the expectations.
• Ensure the team member has what he needs to meet expectations.
• Monitor progress and reinforce success.
• Keep notes of what was discussed, specific examples of current and desired performance, the agreed upon action plans and next steps.
Act
• Follow up to ensure that the action plan is being implemented, that it is relevant and meeting development goals.
• Ensure the individual has the tools and support necessary to meet goals.
• Review measurement tools to assess progress.
• Adjust coaching strategy and your leadership style as required.
• Update and adjust action plan due to changes in priorities or workplace environment. Involve the employee in any adjustments.
• Provide ongoing coaching and support. Front Line Leadership Module: Dealing with Differences
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