Guidance on coaching

Coaching is a key part of helping others to develop. Coaching is generally done as part of a people management role. It usually involves helping an individual to develop specific skills and knowledge around their job.

It is important to remember that, during any coaching session, the coach should be asking questions and guiding the learner, rather than telling the individual what they should/should not be doing.

The following four stage model is useful when considering how to coach:

GOAL	focus on the future, and where possible, what the learner wants to achieve.
REALITY	help the learner to establish where they are now. Give feedback if necessary.
OPTIONS	help the learner to identify the different ways they could get from where they are to where they want to be.
WAY FORWARD	agree an action plan - with SMART* objectives and review points - that is practical for everyone.

*Smart objectives should be S - specific, M - measurable, A - agreed, R - realistic and T - timed.

Do:	Don't:
focus on SMART* objectives remember the importance of motivation use reward and recognition appropriately consider different individuals' behavioural styles evaluate current performance objectively give feedback carefully and consistently - both positive and developmental.	allow goals to be set which are vague or too general assume what motivates you will motivate everyone forget that reward and recognition aren't necessarily about pay treat everyone you coach the same way dwell on past events that cannot be changed make feedback a personal attack, focus on too many negatives at one time or give false positives.

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Guidance on coaching