Employee-centered coaching shifts the responsibility for preparing a performance feedback session and presenting an update to a supervisor for review and comments. In preparing for this session, the individual should use the performance standards prepared at the start of the business
year as the foundation for the meeting. The main premise in using this model is that an employee will likely be aware of strengths and improvement areas and it’s a positive start to a discussion when the person responsible for their performance has an opportunity to tell a story, versus being told about their performance by the supervisor. The supervisor can be more effective as a coach during this process.
You can facilitate the employee-centered coaching model in the following manner’
DISCUSSION MODEL
1. Employee leads with success regarding performance standards.
2. Supervisor reinforces.
3. Supervisor adds any positive inputs/feedback.
4. Employee discusses any issues of setbacks.
5. Supervisor notes and gives feedback about making improvements.
6. Blind Spot: Supervisor adds any corrective feedback not discussed by the employee.
Employees will recognize, on average, about 75% of their successes and issues for improvement. Recognition on their part will maximize and facilitate the coaching ability of the manager to reinforce their comments and to add required corrective feedback. This will ensure a commitment to improvement for the future