Coaching is a partnership between a coach and an individual or team that supports the achievement of extraordinary results, based on goals set by the individual or team. The individual or team chooses the focus of conversation, while the coach listens and contributes observations and questions as well as concepts and principles which can assist in generating possibilities and identifying actions. Maintains professional boundaries in the coaching relationship, including confidentiality, and adheres to the coaching profession’s code of ethics. A complete assessment of personal, situational, and job competencies evaluations through 360-degree assessment to establish purpose, direction, values, competencies, ambitions, strengths, weaknesses, desires and current issues. The coach and client conduct a thorough review of all collected data; identification and prioritisation of desired results and objectives. A clear understanding of coaching objectives, commitment by client to achieve goals and meet established project and coaching milestones. The coach and client get together for regular coaching sessions to ensure progress for the client. Coaching a team member or an employee is an integral part of helping the person grow personally and professionally. Now that you understand the role of coaching, let’s look at the employee coaching checklists.

Image Credit: SXC Let's start with a checklist for making sure you're adequately prepared for the employee coaching session. Through the process of coaching, individuals focus on the skills and actions needed to successfully produce their personally relevant results. Through the coaching process the clarity that is needed to support the most effective actions is achieved. The client’s skills, knowledge and behaviours are discussed, such as: unproductive behaviour, stress management, crisis management abilities, commitment, loyalty, performance, attitude, relationships and communication with others, leadership ability and style, strategic thinking and planning abilities, vision, change management, adaptability, flexibility, resource management, diversity management, ability to recognise strategic advantage, finance, clear objectives, execution of strategy etc.
A strategy is compiled, which may include changing behaviours and acquiring new skills or knowledge etc.
Progress and performance development is monitored regularly to establish coaching effectiveness by reviewing milestones and deliverables during coaching sessions.
Coaching accelerates the individual's or team’s progress by providing greater focus and awareness of possibilities leading to more effective choices.
This strategy is compiled with the client’s input and buy-in to ensure full co-operation and willingness to change. Before I discuss employee coaching checklists, let me stress a little on the importance of setting expectations.

Coaching concentrates on where individuals are now and what they are willing to do to get where they want to be in the future.
Without clear and agreed upon expectations, an employee coaching session may simply not lead to anything of value.
Results are a matter of the individual's or team’s intentions, choices and actions, supported by the coach's efforts and application of coaching skills, approaches, methods and tools. Before getting into a coaching session, both parties need to be very clear on the objectives. Also, as a manager, you should understand that coaching is not a one-off activity; rather it is recursive until the coaching objective is met.
As you will read in this series of article, this also involves setting up recurring checkpoints with the team member to assess progress.

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