When it comes to meeting with a responsibility coach, biweekly is usually the most manageable pace. This allows enough time to apply and test ideas from the previous session. Many people assume that executive coaching is only necessary when they are in quadrants 1 or 2, where the word 'incompetence' is often used. An employee in these quadrants would benefit from an executive coach or mentor on a near-weekly basis.
The frequency of meetings can be adjusted as experience is gained and the competition becomes more aware. Formal employee coaching is similar to counseling, but only in that it usually takes place during a private meeting between the supervisor and employee. This type of discussion can help identify potential problems, or it can provide the supervisor with an opportunity to help their employee resolve work-related issues or achieve professional development goals. Formal training typically occurs on a weekly or monthly basis. The supervisor should assess any problems that have been resolved and analyze the employee's current work performance.
This type of training allows the supervisor to identify issues before they become too serious and to teach tips and techniques to better execute the tasks assigned to the employee. The role of a coach is highly valued in athletics, but this belief rarely extends to the workplace. Too often, managers are seen as supervisors rather than mentors. In reality, training is just as important in the workplace as it is on the field or court. Counseling occurs as a response to poor job performance, while coaching is part of long-term employee development.
Rather than thinking of themselves as traditional managers whose primary responsibility is to assign and supervise the work of their team, progressive managers see themselves as coaches whose job is to create team culture, cohesion, trust and safety. Train and equip employees to avoid potential escalations so that they don't become your responsibility. As an expert in responsibility coaching, I recommend meeting with your coach biweekly. This allows enough time for you to apply and test ideas from the previous session. It also gives you an opportunity to assess any problems that have been resolved and analyze your current work performance. Additionally, formal training should occur on a weekly or monthly basis.
It's important for managers to think of themselves as coaches rather than supervisors. Coaching is essential for long-term employee development and helps create team culture, cohesion, trust and safety. It's also important to train and equip employees so that they don't become your responsibility. In conclusion, biweekly meetings with your responsibility coach are recommended for optimal results.
However, depending on your situation, you may need more frequent meetings or formal training sessions.
