Coaching people by Rob Yeung

By Rob Yeung

This handbook presents details at the key issues of training, and is written for individuals in companies of all sizes, in addition to for charities, colleges and voluntary agencies. It covers construction rapport, review, offering suggestions, making alterations and constructing training talents.

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The senior managers also said that he was very polite and hard-working. However, it was only when I spoke to the secretarial staff that I learned how rude and disrespectful he is to junior staff. Lots of room for improvement there! 3 GATHERING FEEDBACK The best way to collect feedback is to have a discussion with someone – preferably face-to-face. However, doing it over the telephone is fine when you don’t have the time or if the respondent has moved to a new department in another part of the country.

Computing, numeracy and writing skills. Ability to work under pressure and handle stress. Attention to detail. Once you have collected all the feedback, collate a report – even if it is just some written notes for yourself. However, many coachees like to have something that they can take away and think about, so it can be helpful to type up just a few bullet points summarising their main strengths and areas for improvement. When you are putting together the report, remember which respondents said they would prefer not to have their name attributed to specific comments.

You have to be there to offer ongoing support – both in the form of encouragement as well as physical resources – to help your coachee. When tricky situations arise, you may find that role-playing becomes a useful tool to help build a coachee’s confidence and skills. Then, hopefully, it will be not only your job, but also a pleasure, to celebrate your coachee’s achievements. Making Changes 47 IS THIS YOU? • Ruth wants to improve how she delegates work – how can I help her do it? • I find it difficult to figure out how much help to give my coachees outside of our coaching meetings.

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