Coaching for your Employees
Your Talent programme is in place. And your Talented Employees are identified. They are all progressing well, but… there are a couple of things that need some work.
You have an employee who could be amazing – if only they would listen and work on the issues you can see in their performance or role.
Even the best employees need a little help with certain aspects of their work life, these can include:
ATTITUDE
Does their attitude help or hinder them?
SELF-AWARENESS
Understanding that everyone is different and how, by changing their approach, they can get the best out of those around them
SELF CONFIDENCE
Do they believe in their abilities, do they have low self esteem?
COMMUNICATION SKILLS
Written, spoken or presentation skills can all be lacking
Whatever the issue, you, as their manager, are not always the best person to work through the issues. They may be reluctant to discuss the issue with you or share what is driving them.
Why an external coach?
Bringing in an external coach can allow the issue to be isolated from the rest of the role and worked on specifically with someone outside the organisation on a confidential basis. It also gives a signal to your employee that they are valued enough by the organisation to invest in them.
The coach does not need to understand the issues in any depth or understand your business, unlike a mentor. In a coaching session, the coach asks questions to help your employee think through the issues raised and come up with their own actions to resolve them.
In addition, being coached by someone external, provides a valuable lesson for your employee on self-reflection, considering their weaknesses and taking action. All key skills for your future leaders.
The process?
A 30 minute opening session
…between the coach, the Manager and the employee where the manager explains why they have requested the sessions and goals for the coaching are agreed
Three or six 1 hour sessions of coaching
…one on one between the coach and the employee
A three way 30 minute wrap up session
…where the employee reflects on the impact of the coaching and the manager and the employee agree the next steps.
YOUR COACH
Although the coach does not need to understand your business or the issues to be able to coach your employees, it does help if they understand the way business works and the terminology used within it.
Jacqui Hanbury has worked in industrial companies for more than 30 years in sales, marketing and product management as a manager, coach, engineer and apprentice. This enables her to ask targeted questions getting to the heart of the issue quickly and with empathy for the issues your employees are experiencing.
She is accredited with the International Coaching Federation – click the badge to check her credentials
What do previous clients say?
The manager’s point of view:
‘Jacqui was recommended to me to coach a member of my staff who has minimal self-confidence but was very suspicious of any help offered. Jacqui has been coaching this staff-member now for some time and is building up a competent and, slowly, more assertive, colleague for me. It is hard work, and Jacqui shows amazing patience and understanding, as well as a sense of humour and empathy. I do not know where this situation would have gone without her amazing services’
Lorna – Director of a housing charity
The Talent’s point of view:
‘Over the sessions, Jacqui and I developed a strong working relationship with open and clear conversations. No topic was too trivial or off scope. This gave me the tools and insight to personally develop my own management skills enabling me to build a stronger business team. The tools and discussions will aid me in my goal of becoming a better leader. Thanks for spending the time in coaching and developing my skills. I enjoyed the sessions and it is only now after completion that I can see how useful some of the topics are and how they can influence how I deal with people.’
John, an Operations Manager in the Oil Industry