Learning to Manage Supplemental Self-Study Presentation

One Size Doesn’t Fit All: Different Approaches
Coaching is not the only technique for helping employees to improve their performance. 
You can also:
•
Direct: 
Tell the employee what to start, stop, or keep doing.
•
Mentor: 
Share wisdom, experience, and knowledge.
•
Serve as a sounding board. 
Allow the employee to guide 
the conversation, which involves offering your perspective 
or helping the employee develop options without providing 
them yourself.
•
Obtain resources. 
Sometimes, all the employee needs is for you to provide money, 
equipment, time, or additional help in order to increase his or her performance.
Coaching Employees 
Part 4

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Learning to Manage
: Tools and Techniques for the New Manager
Coaching focuses more on improving employees’ day-to-day performance, while developing 
employees focuses more on their long-term growth.
Different Ways to Develop Employees
•
Training:
o
Formal: Web-based, classroom, conferences, etc.
o
Informal: Shadowing, on-the-job observation, etc.
•
Self-directed learning: 
Reading, networking, reflective writing, etc.
•
Job enrichment: 
Gradually increasing the employee’s responsibilities within his/her current 
position. Examples: Special assignments, serving on inter-departmental committees or teams, 
taking on new delegated tasks, etc.
•
Job rotation and cross-training: 
Temporary or short-term moves to different positions in order 
to learn new skills.
•
Lateral move: 
Permanent change to a position with similar status but different 
responsibilities.
Developing Employees

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