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Transcription
In the yellow or progress stage of coaching, it is important to identify the areas where the employee is lacking. If it is a knowledge gap, use strategies like videos, books, or mentoring. If it is a skill gap, utilize peer-to-peer practice sessions. Confidence comes from repetition and positive reinforcement, so encourage peers to provide positive feedback during coaching. Now, once we get past the green stage, the effort stage, one of the most critical components as we enter the yellow or the progress stage is the following. When you're using supplemental coaching, we have to be very conscientious of where the shortfalls are occurring. So let's go back to John, our hypothetical employee who wants to become a team leader. Now knowledge is one component. The second component is skill. There's certainly a third component, behavioral, which is confidence. Please make sure that you understand where the shortfall occurs. If it's in knowledge, use knowledge-based supplemental coaching strategies like videos, books, or mentoring. Now if for whatever reason they're at that stage and they're lacking skills, like in John's case maybe having tough conversations, use peer-to-peer practice sessions. So knowledge, books, articles, videos, observe and journal. With skill, you want them practicing or doing something repetitively, and that's where peer-to-peer coaching can be an absolutely ideal solution. Now the confidence comes from repetition and positive reinforcement, so if you're going to use peer-to-peer coaching, make sure you talk to that peer and really encourage them to be overly complimentary and positive with their feedback.
