Coaching is an effective tool for engaging employees, decreasing turnover, and increasing overall productivity. We have created a series of coaching guides comprised of best practices from industry leaders on what performance standards should be at each touch point within a practice. These coaching guides are meant to help provide structure for new and existing team members. They will help employees better understand their roles and expectations in helping you achieve practice success.

Coaching Guide Implementation

1. Review each guide and modify as needed to best suit your practice
2. Print and review the guide with each team member specific to their roles
   1. Can also be introduced at a team meeting
3. Three effective ways of using guides:
   1. As a reference for new staff – tasks are outlined. Team member is observed. Feedback provided.
      • Assigned to: Management, Team Leaders
   2. As a follow-up with existing staff – fill in a coaching guide after a patient interaction. Based on the findings, information can be used as a starting point for performance-based conversations.
      • Assigned to: Team members
   3. As an evaluation tool with staff that are not meeting standards – Team member is observed. Observations are shared. Action plans created.
      • Assigned to: Management, Team Leaders
4. Two Styles of Coaching:  
   1. Planned Time
   2. On-the-Run or Real-Time

5. Frequency of use:
   1. With new staff – until desired performance is achieved
   2. For coaching – prior to scheduled one-on-ones
   3. For performance management – as frequently as needed until the behaviors are corrected
6. Retain a copy of the Coaching Guide in the training binder for future reference. It is helpful to collect this information when it comes time to complete annual reviews.

Best practices for coaching:

• Ask open-ended and non-leading questions
• Encourage the employee to participate in the conversation, particularly the solution and next steps
• Gain commitment
• Prepare for the meeting in advance
• Discuss what they have done in the past, what they're doing currently, and their future aspirations
• Document conversations to help guide future meetings
• Remember the audience – tailor the message to the employee
• Build the employee’s confidence and provide recognition 
• Focus on intent, development and support

To download all the Coaching Guides - click here.