Hey Laura!
I'm mostly experienced in the 'coachee' perspective. So, for me, I really enjoy the "engage your peers" or teaching is the best way of learning from the measuring coaching effectiveness article. I have often been tasked with doing my best to lead collaborative team conversations whenever I can to help grow the skills I need to do my job well.
I have not experienced a coaching session where a follow up session was set as an expectation on our calendars. That is something that I think I will suggest to my manager moving forward. We often do monthly check ins on goal work, but I think setting the frequency of those check ins and giving them more structure might be really helpful for myself and maybe my coworkers.
That said, I agree with the first article in this week's readings, set expectations and schedule follow up together. Follow up and check ins should happen as often as a coachee needs them to happen.
Thanks!
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Anthony Bertolini
Marketing Strategist
Oregon Community CU
Springfield OR
541.687.2347
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Original Message:
Sent: Oct 25, 2023 07:00 AM
From: Laura Gibbs
Subject: Week 4: Monitoring Coaching Progress, Lessons 1-3: 3 items: 9 minutes
Managers play a crucial role in the follow-up of coaching with actually following up on progress and reinforcing it. Taking the coaching seriously sets the expectation with the coachee that this is something you really want to build on. It will also help to see results. How great is a conversation, whether you've been the coach or coachee, with no follow up? In my experience those conversations go in one ear and right out the other. Also, in my experience, if you set the expectation, a scheduled follow up timeframe, and mention "the goal is to move past this" seems to go along way.
Did you learn something new in this section?
Put yourself in the coachee shoes, what works best for you in this scenario?
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Laura Gibbs
CUES
Member Engagement Manager
laurag@cues.org
608.288.5352
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