In Part 1 and Part 2 of “Which Comes First, Coaching or the Need for Coaching?” it was discussed that most coaches wait for the need for coaching, rather than proactively coaching, which in turn reduces the actual need for coaching. From these two posts, new questions may have surfaced. Some of you may be asking, “If there aren’t any problems or issues, then what would I coach about or coach to?”

CMOE has identified four type of coaching opportunities, listed below in no particular order.
1. Improvement
2. Development
3. Reinforcement
4. Alignment

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We can all understand that it is important to help employees to improve their performance and increase in their skills, but sometimes it just takes too much time. There are too many employees and too much work to get done to be able to have a solid coaching session. Wrong! Take a look at the following video which demonstrates how an employee’s performance can be evaluated and his strengths encouraged in a natural setting. This method is so obvious and natural. Watch this demonstration of a One Minute Employee Coaching Session.

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Go back a few years and think about the things you did on a daily basis to get results and achieve goals. Would you say your daily tactics, assignments, projects are the same today as they were five years ago? In most cases people I talk to said no. In my own work, while some of the tactical aspects of my job have remained, almost every other aspect of my job is different. Now, think about what duties your job will require in the future. One year, three years, or five years from now, will you be doing the same things you are doing today? Probably not.

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