Organizations can ensure that their employees are getting the most out of their one-on-one sessions with their coach during a corporate coaching program by encouraging coaches and mentors to create connections and develop safe spaces where employees feel comfortable to give an honest opinion. Coaching should not be limited to a single session or something that is scheduled weekly or monthly. Instead, managers and employees should engage in coaching on a daily basis. Managers should set aside time to provide feedback on employee performance and use individual meetings and GOOD sessions as regular feedback periods. Before beginning the training process, it is essential to establish the need for training in the workplace.
Workplace coaching, also known as employee coaching or business coaching, occurs when a manager helps an employee to grow and develop their skills. When meeting with employees as coaches, leaders should be careful to train and not to manage. Research suggests that the structure of a training program, together with the attributes of the coach, can be effective in delivering the expected results in terms of stress management and health-related savings. Managers who train their employees must have the necessary skills to conduct a training session effectively. The main objective of workplace coaching is to promote two-way communication between an employee and their coach to identify areas for improvement, reinforce strengths and further develop their performance.
Timing is key when it comes to individual coaching conversations, so it is important that managers are aware of this. Additionally, comments from employees should guide training sessions, so it is essential that coaches develop active listening skills at all times. It is also beneficial to differentiate between individual employee coaching and group coaching. Group coaching involves meeting with an entire team to provide information and guidance on the department's performance and success.
