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Extra info for Coaching and Mentoring
A high-performing team has earned each other’s trust. These recommendations can help you and your team to move into the level of high-performance and to create the conditions that are necessary for maintaining that level of performance. Once you have don’t your assessment of the team, it’s time for you to use the same general tool you used for a personal development program – but for the team as a whole. Based on the assessment results and once you have shared some of these goals with the team, decide as a team what you will work on.
Consider using a feedback system that incorporates information from peers, customers, subordinates, or any other people with whom your employees interact on a regular basis. When you work with your employees, you only see one side of their performance. It is entirely likely that you are not getting the full picture of how they have been performing in the organization. You can use a formal feedback system, asking them to rate the employee on the same expectations that you will be using, or you can make their feedback tool unique to their form of interacting with the employee.
3 Take Stock This step is similar to the Reality step in the GROW model. Your goal is to take stock of the current situation. ’ And then from that baseline, you have something to measure change in performance by. 4 Clarify Clarify refers to clarifying the gap between where the team member is now and where they need to get to in order to achieve their objective. Sometimes with the GROW model an inexperienced coach or manager can perhaps jump from Reality to Options without fully understanding the gap that has to be crossed or filled.