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How to Avoid the Legal Pitfalls when Setting up Your New Business
How To Avoid The Legal Pitfalls when Setting up Your Own Business No matter who you are you will make mistakes at some point in your business life and unfortunately the law is not very forgiving - ignorance is not a defence. Here are some of...
Internet Marketing In A Room FULL Of Naked Men!
NO, that's not one of my secret dreams :-) It's an observation that you need to make. Years ago, I read Harvey MacKay's fantastic best-seller, Beware The Naked Man Who Offers You His Shirt. I really enjoyed the book and even sent Harvey a...
Is Your Business Safe?
Well, is it! Do you back up your files on a regular basis? Do you have a back up plan in place? What’s important to your business and what isn’t? What happens if you get hurt, who will run your business? Do you have customers come to your...
Self-Confidence Is The Key To Personal And Professional Success
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"So, why don't you tell me about yourself?" is the most frequently asked interview question. It's a question that most interviewees expect and the one they have the most difficulty answering. Though one could answer this open-ended question in...
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Progress Reviews: Your Key To Effective Coaching
One of the most effective ways to help your staff succeed is to provide regular, consistent coaching throughout the year. A Progress Review is a specific kind of coaching discussion, tied to the employee’s Annual Objectives and Standards. It is an informal discussion in which the manager coaches the direct report to meet any unmet goals that are below target, and praises him or her for goals that are being met. Conducting progress reviews are a very important role for being an effective leader or coach. It is suggested that each of your direct reports receive a progress review discussion from you at least 2-3 times per year.
An outline of process for conducting a Progress Review is below:
1.Refer to the annual objectives and standards previously developed. Give a copy to the employee.
2.Ask the employee to review his or her progress to date.
3.Praise the employee for all on-target performance.
4.For below-target performance, ask the employee for
suggestions to improve. After all the employee’s suggestions have been made, contribute any additional ideas you may have.
5.Revise and change the standards or objectives where necessary.
6.Set a date for the next progress review session.
If you schedule progress reviews with each of your direct report at designated intervals throughout the year, you will find that it helps you remember to conduct these very important coaching discussions. The end result is that your staff will be more productive, and you will be an excellent leader. Don’t put them off! Schedule progress reviews today!
About the Author
Susan Cullen is President of Quantum Learning Solutions, Inc., based in New Jersey. She has over 15 years experience in Organizational Development and is considered an expert in the use of blended learning methodologies for lasting organizational change. For more information go to http://www.quantumlearn.com or you can reach us at (800) 683-0681.
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