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A coaching plan is an effective strategy that managers use to motivate and improve their employees. It can be used to develop goals and improve the performance of the team. The goal of a coaching plan is to establish long- and short-term career objectives for the employees. It also involves regular meetings to review their progress and identify areas where they can improve. Here are the steps to keep in mind when creating a successful coaching plan. 

Find your employees’ strengths

Before implementing a coaching plan, it’s important that the employee’s strengths are identified. This will allow you to identify areas of their work that they can improve and assign tasks to them. In addition, it can help motivate them to continue developing their skills.

Find the areas of improvement

Identifying the employee’s strengths can also help you identify areas of their work they can improve. List a few areas where they could make improvements. When talking about these areas with the staff, provide them with examples to help them understand the challenges they face.

Perform a self-evaluation

After expressing your own viewpoint about the employee’s work, ask them to do a self-evaluation, which will help you understand how they view themselves as employees. Doing so can also help you learn more about their strengths and areas of improvement.

Determine obstacles

Before setting goals, it’s also important that you identify the various obstacles that prevent the employee from achieving their goals. One of the most common obstacles that an employee faces is the lack of time to focus on their tasks. This can prevent them from developing their skills and completing their work. Limited training in regard to workplace tools and duties can also hinder the overall outcome. 

Provide solutions

After identifying the obstacles that prevent an employee from performing at their best, you can then work with them to find ways to overcome them. Assess the employee’s specific challenges and ask them if they’re capable of overcoming them. While encouraging them to do so on their own, make it clear that you are available to help them if they need any assistance.

Develop goals (short and long-term)

After identifying the areas of weakness that prevent an employee from performing at their best, work together with them to set goals that will help them improve their performance. For instance, if an employee has a hard time understanding and filling out complex forms, a goal might be to read five articles about the industry weekly.