By Micki Holliday

This publication bargains hundres of functional, easy-to-learn recommendations each supervisor can use to educate staff to develop into extra efficient, optimistic, encouraged, and powerful. jam-packed with real-world suggestion and management-changing routines, this handbook indicates the right way to get the main from staff in cutting-edge period of downsizing, layoffs, buyouts, and mergers.

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Additional info for Coaching, Mentoring, and Managing: Breakthrough Strategies to Solve Performance Problems and Build Winning Teams

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My overall impression of this employee’s skill level relative to her job description is 2. I believe this individual excels in 3. This person can benefit from 4. My assessment of this person’s professional improvement over the last one to two years is 5. My recommendation for this employee in the immediate future is 48 The Five-Step StaffCoaching™ Model 2 Extra Departmental Observations If your team interacts regularly with other people, departments or divisions, the observations of selected professionals can often enlighten you about the perceived performance of your team members.

It helps you know how to motivate team members while allowing them to control their jobs. This is another value that emphasizes the importance of you knowing your people. Different generations react differently. With regard to involvement, for example, the baby boomers, like the Generation X’ers, often as a group are more committed if they are involved. 16 1 Getting Results Is All About You But it is not essential for them. Past experiences allow them to not be totally turned off if they are not involved.

The same thing happens with the people on your team. As you give them responsibility, they will rise to it. And when you do that, you also help that team member develop pride, self-respect and loyalty! If a member of your team performs unsatisfactorily, take a few minutes to review the five insights of high-performance coaches. Usually, the key to the person’s bad behavior and the remedy to the problem lie in one of these five key insights! 33 1 Coaching, Mentoring and Managing Case Study C A S E S T U D Y Jennifer and Paul recently assumed StaffCoaching™ roles in the same division of a large greeting-card firm.

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