Have you ever had a coaching discussion, and at the conclusion, thought the employee would change his or her behavior only to discover later that they reverted to their old ways?  If so, you’re not alone. It happens all the time.  Often, the reason is that you only got the employee to comply temporarily and didn’t get a firm commitment from the employee to improve their performance permanently. Gaining employee commitment to change is key to having a successful coaching discussion.

In this session, you will learn how to achieve commitment by focusing on three crucial coaching steps:

1. Getting the employee’s agreement that a performance issue exists and not glossing over or avoiding this part of the coaching discussion
2. Helping the employee to identify and evaluate multiple solutions to improve a performance situation and not merely stopping with one
3. Allowing the employee to select the solution they think is “best” and not choosing the solution for the employee.

You also will learn how these three “traps” undermine your coaching efforts, why they occur, and how they can be avoided so that employees are fully committed to improving their performance.

Attendees will learn

• A 7-step process for conducting coaching discussions.
• The critical role the steps of Getting Agreement, Exploring Alternatives and Getting a Commitment to Act play in getting an employee’s commitment to improve.
• The reasons why managers fall into the “trap” of offering solutions to an employee to improve a performance issue and also choose the “best” solution for the employee.
• The role managers should play during the steps of Exploring Alternatives and Getting a Commitment to Act.
   

Who should attend

• Training and HR professionals
• Independent consultants
• Managers delivering training