Using Mentor-Coaching In Behavior Conversations
In Mentor-Coaching In A Supervisory Relationship we shared how a supervisor that incorporates both mentoring and coaching can more effectively support, develop and improve the performance of their direct reports. A Mentor-Coaching approach is particularly effective in helping the supervisee gain insight and self-awareness into demonstrated behaviors, both positive and negative.
Mentor-Coaching Tips For Reinforcing Positive Behavior
Step 1: From your personal observation, work results and feedback shared from others, select one behavior to focus on that contributed to a successful ministry outcome, demonstrated a corporate value or modeled a biblical attribute.
Step 2: Citing specific examples, share in detail with the supervisee the positive behavior and its impact.
Step 3: Using powerful questions, ask the employee to identify potential sources of the positive behavior.
Step 4: Brainstorm with the supervisee about ways they can replicate the behavior in home, job and ministry circumstances.
Step 5: Continually watch for repeated demonstration of the positive behavior and look for opportunities to acknowledge and praise that behavior.
Mentor-Coaching Tips For Addressing Negative Behavior
Step 1: From your personal observation, work results and feedback shared from others, select one behavior to focus on that you consider to be negative or to have contributed to poor performance.
Step 2: Citing specific examples, share in detail with the supervisee the negative behavior and its impact and consequences.
Step 3: Listen carefully and be open to the supervisee’s perspective without judgment.
Step 4: Using powerful questions, ask the employee to identify potential sources of the negative behavior.
Step 5: Brainstorm with the supervisee about ways they can do things differently in the future to achieve greater effectiveness and success.
Step 6: Describe the benefits of this new desired behavior and your confidence in the supervisee’s ability to demonstrate it.
Step 7: Involve the supervisee in identifying ways to further develop, master and apply this new desired behavior.
Step 8: If necessary, document these agreements in a development plan and set a date for follow up discussion.
Step 9: Continually watch for repeated demonstration of the new desired behavior and look for opportunities to acknowledge and praise that behavior.
Posted on March 28, 2017
