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Manager and Direct Report Tips on Coaching Your Coach Objective: To help direct reports get the best possible coaching from their managers by clarifying responsibilities and providing tips on how they can proactively obtain coaching. Coaching Component Develop an open and trusting relationship Expectation setting Provides both constructive and affirmative feedback Manager’s Responsibilities − Shares management style (likes and dislikes) and tries to get to know yours. − Is open to your individual style − Spends time in formal settings and informal meetings such as lunches, breakfasts, etc. − Actively listens Report’s Responsibilities − Initiates conversation on differences in management styles - everyone has preferences − Asks questions about manager’s experiences − Shares biggest challenges and style preferences − Actively listens − Clearly explains tasks/projects, objectives, background and time horizon/constraints − Sets expectations that include these criteria: specific, measurable, agreement, realistic, and timely − Share expectations of behaviors (What Counts Factors) as well as result type expectations − Clarifies project objectives when unclear by sharing what you think the objectives ought to be for both the output and behaviors Clarifies expectations when projects change Uses meetings or project lists frequently to set and check expectations − Provides a good balance of specific constructive and affirmative feedback Makes a conscientious effort not to be defensive Provides a steady flow of insightful feedback Helps you understand success Focuses more on pinpointed examples rather than broad/generalized comments Makes an effort not to make you defensive − Makes coaching specific and tailored to your individual needs based on insightful observations Is proactive and initiates a joint effort to provide coaching Suggests relevant formal training courses − Balances projects between business-building and admin Gets management agreement to key project changes Gets agreement that project is based on opportunities for growth/training needs Completes an accurate and insightful performance assessment that is done in a timely manner Comments/thing through performance plan − − − − − − Coaching/how-to training − − − Formal performance diagnosis and plan − − − − − Source: Health Care Advertising Coaching Tool Inventory Notebook − − − − − − − − − − − Provides a steady flow of balanced, pinpointed affirmative and constructive feedback to manager Asks for feedback when not getting it Makes a conscientious effort to not be defensive and to listen in a constructive manner Makes an effort not to make manager defensive Signs up for relevant training courses and interest and lets Manager know Provides a list of key training needs Provides feedback or helpful training/coaching that manager has done; gives feedback ongoing Asks to review projects ongoing and initiates projects if necessary Does an insightful, honest performance selfassessment Does not get defensive when given opportunities Leads implementation of performance plan Explains causal factors to their behavior to manager