Article: Coaching and Motivation
Why don’t they do what they’re supposed to?
This is a cry heard around many offices, maybe you’ve used it yourself from time to time.
You’ve tried to motivate them, but it doesn’t seem to work.
Why can’t they just do the job they are paid to do?
It may be someone who’s performance was excellent, but no longer seems interested in performing at that level, or it maybe someone who had potential, but never seemed to reach it.
Whatever the situation, you can’t ignore it, its only going to get worse.
So what do you do?
It takes time to manage performance and you feel like you can’t afford the time to do it. In reality you can’t afford not to.
The common answer to this dilemma is to train them. Send them off on a training course in the hope that that will fix them. Whilst training is a valuable potential solution, its not always the answer.
Motivation is about what I want and need. If I’m not motivated, its because I’m not getting what I want and need.
So how do you find out what they want and need?
You could try asking them.
When leaders and managers regularly coach their staff, they have the opportunity to learn what aspects of the job are motivating for them, and what aspects they find de-motivating.
Is the level of performance you require punishing for this person?
We all want to feel competent, but if I’m forced to regularly feel incompetent, I’ll tend to avoid those situations.
Is their lack of performance in some way rewarding for them?
If I regularly under-perform in a task that I don’t like, I’m less likely to be given that task again. Regular coaching sessions enable managers to focus on building a relationship that inspires motivation and improved performance.
Written by: Ray MacGilp (Senior Facilitator COLVEK)
Article: Effective Feedback and Coaching
How do I provide feedback effectively?
Feedback, when used effectively can be a powerful coaching tool in creating awareness, improvement, and empowerment.
Your intention when giving feedback is to positively change a process, skill, or behavior in the direction that improves on previous actions or results.
Firstly ask yourself:
Do they need guidance?
If the staff member does not understand a task or process this will affect skill level, which ultimately impacts on the their behaviors. This can result in avoidance and frustration, therefore the job not being done properly, or not being done at all. In this circumstance it is your role to provide clarity and certainty by method of feedback.
The process for providing feedback is to:
