In order to create effective changes and growth in employees’ professional lives, clients need a stellar coaching action plan. A clear coaching action plan communicates the necessary behavior changes or skill advancements needed to achieve specific objectives. They are critical in helping employees track their objectives and milestones in order to reach target goals.
Here are the steps to creating a foolproof coaching action plan:
Determine the Goal
The employee must define what she wants to achieve and what improvements she must make in order to reach and exceed long-term goals. Knowing the client’s motivation and why this goal is important to achieve will also make it easier to evaluate the skills he’ll need to acquire or strengthen in order to complete this objective. Some tasks that can help move an employee’s progress forward might be to respond to all client emails before lunch or to increase his monthly sales by ten percent more than the previous month. Some of these tasks may be menial but they are still valuable in establishing a new routine for the coachee that’s constantly growth-focused.
Evaluate the Skillset
Successful employee coaching action plans require a thorough evaluation of the employee’s strengths, weaknesses, and skills as they relate to her goals. It’s also important to figure out why the employee is struggling, or what skills or resources he’s missing that would be pertinent to completing an action or goal. The plan can be formal or informal, but it should be documented. This serves as a reference tool and a guide to improvement.
Set the Time
Decide how often, when, and the duration that these objectives or tasks should be done. For example, an employee might take an online training course to prepare himself for a promotion. To keep on track with the modules of the class, he may set aside one hour every Monday and Wednesday before his lunch hour to complete some coursework. Incorporating it into his regular calendar and establishing this time for one specific task ahead of time makes it easier to stay on track.
Give A Deadline
Clients need to set up a time frame for each specific goal or milestone to be completed by. This helps to keep everyone moving forward and is imperative for tracking progress or any problems that need to be corrected. Hopefully, having a timeline of completion will also excite and motivate employees.
Employees and coaches should schedule regular check-ins with each other to make sure everything is going as it should and there are no issues or questions keeping them from staying on track. During these chats, coaches ask their coachees for their input for ways to alter the coaching plan that would better support the employee in achieving their goals.
Hold Them Accountable
Perhaps the biggest challenge is determining how an employee/coachee will stay accountable for the work. Are there appropriate consequences for failure to reach goals or rewards for attaining them? Rewards and consequences may naturally occur anyhow, but it’s also helpful to map these out for the employee. Discussing them ahead of time will hopefully encourage greater productivity and prevent employees from feeling blindsided or discouraged should negative consequences occur.
A coaching action plan is meant to develop the employee’s skills, guide them towards a specific outcome, and complete goals faster, easier, and more efficiently. A good coaching plan should continually serve as a guideline for the continuation of the employee’s growth even after her time with his coach is up. It can motivate the coachee to persistently take action that will progress her development in a professional workspace for years to come.
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