Planning for Coaching is about understanding the performance context for your coaching. You will then be able to select the right coaching subjects for each of your Coachees.
The first of three articles, this is about Planning for Coaching. Coaching for Performance is one of my Bitesize Leadership Techniques. They are exactly what the title suggests. Short snippets of leadership tips, tools, process and ideas for you to use on a just-in-time basis. Use them as an update and to refresh your leadership professionalism. You could call it leadership in a hurry! This article is the first of three about Coaching for Performance: Planning for Coaching. The next article is about Carrying out the Coaching. The final article is about Reviewing and Follow Up.
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Sound leadership and staff engagement must involve encouraging accountability and this means unlearning old rules and culture and learning the new rules of trust.
A Suggestion Scheme – is this really about Staff Engagement?
The MD of a client manufacturing company was concerned that the new Staff Suggestions Scheme did not appear to be generating any ideas from staff as to improving the processes.
‘It’s as if they are not interested…’ the MD complained. He was right. Most staff suggestion schemes falter in the early stages.
The reasons usually centre on staff scepticism as to whether any suggestions will be acted upon. Equally important is that employee groups are rarely involved in developing and implementing improvement ideas.
So what should he do? Let me unfold the story of what we did, starting with trust, training and accountability.
Continue reading “Leadership and Staff Engagement”