An effective coaching process requires that goals and expectations are clearly understood. It is essential that the employee being coached receive all the appropriate training based on his job responsibilities and future developmental needs. Behavior observation, communication and finally behavior modification are essential to success at coaching. This includes feedback and reinforcement.

1. Set clear goals & expectations. Setting goals and objectives is no easy task. They must be specific, measurable, attainable, relevant and timely. (SMART) Goals and objectives are the very first step in effective coaching. The employee should participate in this process. After all, the goals should be specific to that individual and they must take ownership. As goals or expectations change, it is your job as coach to communicate these changes to your employees. The goal should be negotiated, not dictated.

2. Training. To be an effective coach, you need to understand the employees strengths and weaknesses. This includes a thorough understanding of their training needs and accomplishments. Do they have the necessary skills and knowledge to accomplish the goals and objectives that have been set? Making sure that the employee has the opportunity to get the required training to develop their skill set is a prerequisite to effective coaching.

One of your basic Challenging responsibilities as a coach is to identify the skills and knowledge the employee needs and then arrange for the appropriate training.

3. Behavior Observation. How does the employee react to a crisis? How do they handle themselves when they are placed in leadership situations? How do they react to peer pressure? As a coach observing the employees behavior and noting specifics that need attention and discussion is a primary responsibility. It is important that you collect and record both positive and negative performance along the way to add credibility to your feedback.

4. Feedback Meeting with the employee regularly to discuss performance and other issues is absolutely critical to their development. The key is not in telling the employee what to do but it is helping the employee find the answers on their own. This can be done by asking very specific thought provoking questions. Make sure you give the employee kudos for all the positive behavior you have observed.

5. Positive Reinforcement. Believe it or not, employees want to be held accountable. If we re going to hold employees accountable, they have to know how they are performing. Specifically we should emphasize the positive aspects of their performance. Focusing on the good things an employee accomplishes will motivate them to continue to do good work, and in turn will ensure repeat performance. This is often called an adaptive feedback loop. Its About Leadership

Make no mistake, coaching and mentoring is about leadership. It is difficult to be a coach or a mentor without leadership skills. Coaching and mentoring is all about the development of others. It requires effective development activities and projects related to current and future performance expectations. It requires the unique ability to recognize potential skill and ability in others that is worthy of development. A good coach or mentor possesses an innate ability to motivate and inspire others to achieve stretch goals. They have the ability, the knowledge and the sensitivity to generate an adaptive style according to the individual and circumstances at hand earning respect and trust. Some of the key characteristics of coaches and mentors include the following;

Development of Others:

The ability to help employees determine the skills and abilities necessary for growth

Recognizes potential for leadership

Creates appropriate development plans

Skilled at constructive feedback

Avoids the role of enabler and holds people accountable

Rewards and recognizes success

Delegation:

Believes in the ability of employees and empowers them

Provides opportunities for employees to develop

Allows employees to take credit for success

Provides guideline but does not get in their way

Communication:

Exceptional listening skills

Maintains eye contact

Takes notes

Assures understanding by asking for clarifications

Restates communication often to strengthen understanding of issue

Uses servant style body language that is open and non threatening Speaks clearly and concisely

Asks questions

Maintains a positive attitude at all times

Sensitivity:

Demonstrates high self esteem and regard for others

Encouraging attitude and concern for individual feelings

Acknowledges accomplishments

Always talks positive about others

Aware of his own limitations

Motivating influence

Decision Making and Follow Through:

Commits to a course of action

Makes decisions openly

Accepts responsibility

Establishes priorities

Sets completion dates with expected deliverables

Anticipates needs and takes action

Takes calculated risk but considers all aspects of the issue

Develops alternative solutions

Keeps appropriate people in the loop

Most of us are not born leaders. We are not adept at communication. However, a good percentage of us long to become leaders of men and make deep connections in our careers that lead to commitment, a commitment to success. For family owned organizations, leadership is passed on from generation to generation. To achieve objectives, each generation must understand the following basic principles of leadership.

Honesty

Integrity

Respect

Trustworthiness

Sincere concern for others

Willingness to take calculated risk

Once these principles are learned and practiced, leverage of these leadership skills to develop the management team is the next step. Lead Wolf family executives that have gone through the evolution of change understand this and they are clear as to what their responsibilities are.

The true test of a successful leader is that he leaves behind the conviction, the will and the understanding to carry on.