Coaching, Counseling and Mentoring: How to Choose and Use the Right Technique to Boost Employee PerformanceCoaching, counseling, and mentoring can dramatically improve employee productivity and satisfaction. But there’s a big difference between continuously encouraging employees to do their jobs well (coaching), attempting to fix poor performance (counseling), and helping top performers excel (mentoring). Unfortunately, most managers don’t truly understand how and when to do each. Coaching, Counseling & Mentoring provides helpful tools like self-assessments and real-life scenarios, and gives managers specific, practical guidance on using these techniques to improve the performance of all their people.This updated and revised second edition includes useful scripts for talking to employees about sensitive issues, and new material on topics including working with off-site employees, what to say when an employee denies a problem exists, whether or not to coach temps and part-timers, how to draw the line between the mentoring and supervisory role, and what to do when counseling fails. This is an essential guide for managers who want to build their confidence and skill in getting the most from their people. |
Contents
Your Role as Coach | 11 |
Coaching as an Ongoing Responsibility | 30 |
Lets Talk Should I Say That? | 44 |
Coaching Traps and Problems | 55 |
COUNSELING | 71 |
Why Counsel Troublesome People? | 73 |
How to Turn Around Problem Employees and Employees with Problems | 92 |
Lets Talk Specific Counseling Sessions | 113 |
Counseling Dilemmas Traps and Pitfalls to Avoid | 132 |
Other editions - View all
Coaching, Counseling and Mentoring: How to Choose and Use the Right ... Florence Stone Limited preview - 2007 |
Coaching, Counseling & Mentoring: How to Choose & Use the Right Technique to ... Florence M. Stone No preview available - 2007 |
Common terms and phrases
360-degree feedback ability achieve action plan agreed ance appraisal asked assignments behavior better boss career Chan Charlie Chrissy Clint co-workers coaching sessions company's continued counseling session critical cross-functional teams customers dards develop discuss documentation e-mail E-Mentoring effort employee employee's performance ensure Faith feedback feel flextime give Gladys Glenda Gloria goals hire Human Resources idea identify important improve individual individual's instance Jill job performance knew late Leslie Lisa listen look lunch Margo Mariella marketing Martha meeting ment mentee mentee's mentoring relationship mentorship Micki offer opportunity organization peers performance appraisal performance problem person Phoebe ployee poor performance portunities potential praise problem performer profes promise protégé questions responsibility role Roxanne Sandy SARBOX schedule senior management situation skills someone specific staff members Steve structured programs talented talk task tell termination tion told warning workflow