Getting a picture of where you are. framing the reality of the situation for your employee is an important step to accepting the coaching process, it is easier for you to outline your employees performance problem, but this does not create the most receptive environment. In order to gain acceptance of the problem, it is best to let the employees come to the realization themselves. neglecting to do this could result in a non responsive employee. They may feel apprehensive or defensive and shut down. They may go along with your coaching but their attitude is that of just getting the coaching session over with in the least amount of time.

Involving your employee is easy if you're willing to ask questions, listen and guide your employee to where they are in their performance. Here are four simple questions you can ask what is happening now? How often is this happening? When does it happen? What is the effect? These questions help you to guide your employee to a place where they can see their performance affect the organization when they realize the impact on their own more buy in is created.

In addition, more information may be obtained on white Your employee is not performing at the level they should be achieving the realization that the problem marks the starting point, it also serves as a marker on performance. For instance, an employee may discover that they are not reaching production goals because they are taking extra time doing something incorrectly. Knowing this you are able to refer to this issue when improvements occur.