Trust and coaching. Effective coaching is done in a trusting environment. There is no doubt about this. In order for you to be able to inspire your employees to perform better, they have to trust you. Your coaching session is the only opportunity to demonstrate to them that they can trust you because he used the coaching session as a tool for building up employees and not tearing them down. Avoid using your coaching session as a venue to deliver reprimands, sanctions, bad news, etc.

This is not the place for that kind of information. In addition, avoid using coaching when only negative things needs to be addressed. Coaching should be a purposeful event that happens regularly and is void of negative information. This is not to say you cannot discuss performance issues. It just has to be presented in a way that speaks of development then of punishment. When coaching we should avoid being a dope or degrading your employees using negative words like stupid, lazy slacker etc.

Ostracizing your employee, using coaching sessions only as a means for disciplinary Action, punishing your employee, using sessions to deliver sanctions or firing them, evaluating your employee telling employees that they're the worst performer. Why can't they be like the other good employees etc. Make coaching a haven for encouragement and development and not a place for stress and discouragement. Without trust you will not be able to coach well Next, let us look at how to build trust.