The Boss has an Issue: Framework for an Effective Coaching Session.
1. Challenge your assumptions about the person’s ability and shortcomings, gather data and information on both sides of an issue. Thus, avoiding the “confirmation bias” villain that undermines open communication Be matter of fact in presenting information and ask open-ended questions to find-out other person’s concerns and story about a situation.
2. Explore Differences and Perceptions about what happened or isn’t happening. Before moving on —Identify Problem to be discussed in this session.
3. Sharpen the Difference or Agreement–establish priorities for change
4. Identifying and Exploring– making the relationship a personal win solution for other person
5. Get Commitment – Identify Action Plan – Follow-Up by using Smart-steps for change
6. Follow-up with Continuous Improvement checkpoints and Feedback Loops to support change and open communication.
Try this structure for your next difficult performance review, I promise it will provide a powerful and effective way to create a positive climate and promote behavior change.