Customers and their managers (unless the customer is the CEO) must agree on the behavior they want to have change. This ensures that not going to spend a year working with a client and its directors at the end they conclude that we have worked on something wrong. 4) Have the coaching clients meet key stakeholders. The person being reviewed should talk each of the key stakeholders and to collect additional "feedforward" and suggestions on how to improve in specific key areas for improvement. In response, the person being trained should have a conversation positive, simple and focused.
Where mistakes have been made in the past, generally a good idea to offer an apology and ask for help to change the future. Suggest to your customers interesarce to hear suggestions and not judge the proposals. 5) Review what has been learned with clients and help them develop a plan of action. As noted above, customers must agree on the basic steps of the process. Moreover, beyond the basic steps, all other ideas that are shared with the client are suggestions that may or may not be accepted by Him To do this the client should listen to the ideas of the coach in the same way listen to the ideas of key stakeholders. Then have him back with a plan of what to do. These plans should come from the client, not the coach. After reviewing plans should be encouraged to live up to their own commitments.
The coach is much more a facilitator than a judge. 6) Develop an ongoing monitoring process. The ongoing follow-up must be very efficient and focused. Questions like, "Based on my behavior last month, what ideas do you have for me next month?" They can maintain a focus on the future. Within six months should be performed two to six mini-surveys on the topic with key stakeholders, about where you should ask them if they have observaddo positive changes in the specific areas for improvement. 7) Review results and start again. If the person being coaches took the process seriously, stakeholders almost invariably report improvement. It must build on success by repeating the process over the next 12-18 months. This type of monitoring will ensure continued progress on initial goals and to discover other areas of improvement. Stakeholders monitor monitoring. No one will feel out of focus if you have answered the questionnaires from two to six times, and also if they see positive results. The person being coaches will benefit in the process taking specific measures to improve performance. Visit us