Coaching Plan of Action for Managers

serveAt Helm Coaching Group there is a word we use for coaching employees and that word is Search. Search stands for: skills, experience, attitude, results, cognitive skills and habits. Through these facets you’ll know whether an employee is ready for coaching.

Refers to specific knowledge and abilities required. These may be technical in nature, such as programming languages, application and design ability; or non-technical skills, such as
the ability to effectively communicate verbally and in written form. You can coach the employee and help them to work on this skill by either directly working with the employee to improve these skills or giving them tasks that will help them improve their skills in the following areas:

• Questioning
• Listening
• Analytical
• Creativity
• Computer
• Closing
• People
• Persuasive
• Rapport building
• Self-motivated
• Problem solving
• Ability to handle adversity
• Follow-up
• Goal setting
• Social
• Prospecting
• Training

Refers to having done the type of work, assumed the kinds of responsibilities, and applied the specialized knowledge required by the new position. You can enable your employee by training them through these key areas:

• Sales
• Life
• Training
• Reaching decision makers
• Delivering
• Leadership
• Goal setting
• Needs assessment
• Traveling sales

Refers to the state of mind the candidate must have in order to perform effectively in the position. For instance, does the bestfit candidate need to be someone who is open to suggestion
and able to handle critical input without taking it personally? Personality is hard to change, but by modeling proper workplace behavior with your employees and letting them know what’s expected of them you should see an increase in these areas around the office:

• Positive
• Passionate
• “Can-do”
• Selfmotivated
• Up-beat
• Respects self and others
• Trust
• Learns from failures
• Persistent
• Ownership
• Enthusiastic
• Adaptable
• Pro-active
• Loyal
• Caring
• Work ethic

Refers to the accomplishments that verify one’s ability to successfully apply specialized knowledge and skills. These can speak for themselves, but performance should be considered using the following as a guideline for the employees readiness for coaching.

• Exceeds expectations
• Promotion candidate
• Develops growth charts
• Sets goals for growth
• Kinetic awareness
• Recognition
• Advancement

Cognitive Skills
Refers to one’s ability to learn information and processes necessary to the job, such as the ability to quickly assimilate and organize a large amount of data. If your employee can do the following then they are showing signs that they are ready to be coached.

• Process in place
• Quick thinker
• Conversant
• Knowledgeable
• Teachable
• Trainable
• Oral and written communication
• Focused
• Creative
• Strategic
• Problem solver
• Learns from failures

Refers to specific behaviors and actions required of the job. Promptness is one example; keeping accurate notes to document progress is another. This will be harder to train because behavior is deeply ingrained in adults, but you can help develop a better habits by enabling these in your employee:

• Self-starter
• Organized
• Consistent
• Timely
• Follows up
• Professional appearance
• Disciplined
• Goal oriented
• Professional
• Team player
• Administrative
• Manages time
• Detail oriented
• Going above and beyond
• Debriefing after sales call

Letting your employees know that you are considering coaching them in some area may also cause an improvement in their skills. It’s always helpful to let the employee know that you are considering coaching them in an area when you’re conducting peer reviews.