When to Use Coaching | Daniel Robin & Associates -- investment | alignment

Coaching for Executives, Managers & Supervisors:

When it’s lonely at the top – Support for your agenda, increased clarity, better decision making, more effective strategic thinking, fresh ideas ….
When being groomed to advance – Clarify career and developmental goals, maximize potential, formulate and implement action plan
When there is pressure to improve – Increase insight, awareness and responsibility, sharpen learning skills for performance.
When technical proficiency outstrips social or supervisory skills – Even seasoned professionals can suddenly find themselves in positions of greater authority or responsibility and feel ill-prepared. For some, “trial by fire” just leads to burns. At times like this, a little coaching or mentoring can go a long way.

Coaching for Key Employees and Other Staff

Daniel Robin & Associates coaching services should be considered when there is a mutual interest by both the employer and employee to positively address a performance, communication, or career development issue. Sometimes the issue is due to lack of social skills — the “soft stuff” is indeed the “hard hard” for many key contributors.

We’ve coached folks through a wide variety of other issues, including (partial list): 1) Lack of focus or attention to goals, 2) Stress or pressure causing performance problems, 3) Issues with the culture, policies or working with other personnel, 4) Problems outside of work that affect performance (see 1, above).

If a negative performance appraisal documents something that needs to change, the employee can be “invited” or asked to “consider” using a professional coach; generally this will be taken as a sign of support, not punishment. It may be helpful to spell out the intention to offer or suggest coaching services as an investment in that person’s success.

Coaching, counseling and individual consulting are tailored one-on-one interventions that work in collaboration with the employee, the employee’s manager, and sometimes involves HR. Assessment, 360° feedback, coaching, style instruments (conflict management style or leadership style, for example), and action plans are all used as part of this effective process to address change and make decisions.

Coaching is a powerful tool to quickly move forward with goals, ambitions and developmental needs. We have successfully addressed interpersonal issues, habits that people have wanted to change, new skills they wish to build …. We can also assist in achieving professional and personal life balance, working through a difficult time of transition, or toward career advancement goals.

Follow these links for a definition of what we mean by Coaching, of the Benefits of Coaching, Maturity Coaching, or a menu of Coaching-related topics.