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Coaching > Coaching - Pg. 99

I MPROVING P ERFORMANCE : H OW C AN W E M AKE I T B ETTER ? 99 satisfaction of watching an employee improve performance. Third, as the em- ployee's performance improves, the coach's reputation for developing people improves. Fourth, as employee performance improves, the employee becomes more self-managing and the coach, in turn, has more time to spend on the other aspects of performance management. Employees who are coached also benefit because they develop the skills that help them become contributing team members. In turn, they benefit from more involvement in the workings of the whole team. Their improved performance also leads to greater visibility and exposure for the employee when their performance impacts the organization's success. Coaching begins with a certain mindset. How well you succeed depends on how you approach your role as a coach. A successful coach: · has a positive attitude toward employees and their performance, · assumes people want to do their best, and · assumes that performance problems can be corrected. Keep in mind that coaching is all about performance. A coach's goal is to help employees perform their best. This doesn't mean employees will always be successful, but they will give it their best effort if they know that the coach is truly concerned about helping them improve their per- formance. A pply What You Learn: Rate Yourself as a Coach An important part of your job as a manager is to be a coach for your employees. Read each statement that follows and circle the number that best describes your readiness to be an effec- tive coach (with 1 being "Not Ready" and 5 being "Very Ready"). 1. My goal when coaching is to help employees improve their own performance. 1 2 3 4 5 2. I believe that employees want to do their best. 1 2 3 4 5 3. I believe that coaching can help correct performance problems. 1 2 3 4 5 4. I have the ability to help employees help themselves. 1 2 3 4 5 5. I am good at providing one-on-one training and development. 1 2 3 4 5 Continued on next page. © American Management Association. All rights reserved.