Establishing the Right Coaching Mindset

Name: Establishing the Right Coaching Mindset
Author: David Walker

Understand the role and reasons for coaching employees

Preview the first lesson free — get full access to all 3 lessons.

Course: On-Demand

If you need to coach an employee how do you develop the right mindset? To understand what your mindset should look like you need to learn what the purpose of coaching is, how to outline your goals, and how to plan and set parameters. According to the Society of Human Resources Management, coaching in a business environment "is a training method in which a more experienced "or skilled individual provides an employee with advice "or guidance intended to help the employee "to develop their skills, performance, and career." Coaching isn't meant to just be a single step, or technique in a progressive discipline system. And it's not teaching or instruction either. It's a process of guiding the person being coached from one level of competency to another. Coaching can be approached just like any other strategic initiative, and treated with the same level of importance. Successful execution requires commitment from both the organization and the person being coached. It's recommended that you approach coaching positively. This is beneficial for everyone and can be used to improve the performances of all employees. They can be coached from the minute they begin their employment and, at various intervals, throughout their careers. Coaching can be treated as a formalized initiative and completed at specific and scheduled times. Or it can be treated as an ongoing activity. Coaching behaviors are used to communicate, manage and influence others. Coaching is also valuable in environments that value learning and continuous employee development. It's a best practice to treat coaching sessions as a unique and tailored event. And to aim them, specifically, at addressing an employee's needs. While generalized and group training sessions inform multiple employees about company processes, procedures and systems, coaching is meant to be specific, customized, and unique. Being coachable means that you are open to asking for and receiving feedback. Looking inward at how you can move forward, and being interested in growth. You don't take criticism personally, and you see coaching as an opportunity. But not all employees are easily coachable. Some people simply dislike feedback regarding their performance, and would much rather learn things themselves. For coaching to be effective you may need some very well-defined skills, and the person receiving the coaching needs to be receptive of advice and recommendations from their coach. The coaching experience runs more smoothly, if both people involved are willing to engage and grow from it. Coaching's ultimate purpose and end goal should be a uniquely defined discussion that's complete with acceptance, growth, and the achievement of well-defined goals and criteria for the person being coached, as well as for yourself.

Intermediate Provider : David Walker 3 Lessons · 12m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

This course covers how to develop an effective coaching mindset and how to utilize it in coaching your employees from the beginning of their employment, and how to adjust and refine your coaching to maximize employee performance and satisfaction at various intervals throughout their careers. It discusses how coaching can be treated as a formalized initiative and completed at specific and scheduled times, or as an ongoing activity. These lessons examine the purpose of coaching, ways to prepare for it, and how to set coaching goals. We’ll also look at planning and setting parameters for effective coaching in the workplace.

What You'll Learn

Understand the role and purpose of coaching in the workplace
Identify the tools you can use to coach your employees
Prepare for coaching and set effective coaching goals
Plan and set parameters for effective workplace coaching
Adjust and refine your coaching at various intervals throughout employees' careers

Key Takeaways

An effective coaching mindset can be applied from the beginning of an employee's employment and refined over time to maximize performance and satisfaction.
Coaching can be treated either as a formalized initiative completed at specific and scheduled times or as an ongoing activity.
Preparing for coaching includes understanding its purpose and setting clear coaching goals.
Effective workplace coaching involves planning and setting parameters.

Frequently Asked Questions

What does this course cover?

It covers how to develop an effective coaching mindset and use it to coach employees from the start of their employment, and how to adjust and refine coaching to maximize employee performance and satisfaction at various intervals throughout their careers. It examines the purpose of coaching, ways to prepare for it, how to set coaching goals, and planning and setting parameters for effective coaching in the workplace.

Who is this course for?

It is for those who coach their employees and want to develop and apply an effective coaching mindset throughout employees' careers.

What skills will I gain?

You will learn to understand the role and purpose of coaching, what tools you can use to coach, and how to prepare and set goals.

What lessons are included?

The course includes three lessons: Understanding the Purpose of Coaching; Outlining Your Coaching Goals and Preparing; and Planning and Setting Parameters.

Can coaching be done on a schedule or ongoing?

Yes. The course discusses how coaching can be treated as a formalized initiative completed at specific and scheduled times, or as an ongoing activity.

Professional Certifications and Continuing Education Units (CEUs)

Society for Human Resource Management (SHRM®)

Professional Development Credits (PDCs): 0.25

Certification Program Categories:

Leadership & NavigationBusiness AcumenConsultationGlobal MindsetEthical PracticeRelationship ManagementAnalytical AptitudeCommunicationDiversity, Equity & Inclusion

KnowledgeCity is approved by SHRM as a Recertification General Provider to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). By taking the courses approved by SHRM, KnowledgeCity can award SHRM Professional Development Credits (PDCs) for HR knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™).