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I am not sure how many readers go through all the comments following a post.

Behaviour based feedback should be the first step in the development process and precede coaching says Mike Chitty, owner of Realise Development.

I thought Mike’s comment on my post on “A Coaching Model” should be reproduced in full:

“Great post Prem.

I hope I can add something from my experience in training managers to coach.

I think that often there are much more effective and efficient ways to help people learn than coaching and these should always be tried before coaching is used.

I try to get all the managers I work with to coach all team members on goal based coaching contracts all the time! This builds the ability of the team to be way more productive and more efficient. But coaching is only used when other simple techniques like feedback have failed to produce the desired results.

Helping managers to be specific about the behaviours they are trying to develop is always the starting point for me. I ask what kind of things they wish they could develop people on. Typical responses are things like to…’Show more initiative’ or ‘Be more of a team player’ or ‘Be more confident/assertive’ etc.

I then encourage them to think through what specific behaviours they have seen that lead them to think that this is an area that an individual needs to develop? Many managers struggle with this step. They have to spend some time watching people to figure out what it is that they are doing, or not doing, that leads to the diagnosis.

Once they are clear on the behaviours that are to be the focus of development I ask managers whether they have ever given feedback about them to the individual concerned. Usually the answer is no! This is a real missed opportunity because the simple use of consistent adjusting feedback (by a manager who is good at using both adjusting and affirming feedback) will often get results much more quickly and cost effectively than coaching.

If feedback does not work we then move onto goal based coaching.”

Thanks, Mike, for this perspective.

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