Ottawa Business Journal - HR Update - - Career Coaching -

TIME BLOCK­ING: If de­vel­op­ing your peo­ple re­ally is one of your top three or top five pri­or­i­ties, al­lo­cate and pro­tect time in your sched­ule to re­flect that pri­or­ity. BE CLEAR ABOUT WHAT YOU ARE COM­MIT­TING TO DO: This al­lows you to hold your­self ac­count­able. You are far more likely to fol­low through on a com­mit­ment to de­liver at least two pieces of feed­back per day, as op­posed to a com­mit­ment to pro­vide your peo­ple with “more” feed­back. BREAK IT INTO SMALLER CHUNKS: Any­thing that takes sig­nif­i­cant time or ef­fort has a way of be­ing squeezed out by ur­gent mat­ters. By choos­ing some­thing small (e.g. five min­utes at the start of each meet­ing to pro­vide recog­ni­tion and ex­press sup­port), you make it harder to jus­tify skip­ping it. GROUP COACH­ING: For some sit­u­a­tions, you might con­sider pro­vid­ing group coach­ing, where you work with your team on pro­ject plan­ning or a chal­lenge that is com­mon to the group. LEVER­AGE YOUR TEAM: In some cases you can use the ex­pe­ri­ence or ex­per­tise of team mem­bers to help oth­ers on the team who are not as strong in those ar­eas. This cre­ates a de­vel­op­men­tal ex­pe­ri­ence for both par­ties. “PERIODIZE” YOUR COACH­ING: Pe­ri­odiza­tion is a con­cept used in sport, in which the coach maps out the train­ing sched­ule ac­cord­ing to ma­jor and pre­dictable events, such as com­pe­ti­tions, high work­loads, win­ter blues, etc. If, in your world, the work­load tends to vary in a some­what pre­dictable pat­tern (e.g., busier at year-end) you might find value in plan­ning out your for­mal coach­ing so most of it oc­curs when busi­ness is a lit­tle less hec­tic.

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