Development Vs Pink Slip

  • There is nothing like a ‘problem employee’, as s/he is an employee. Is there something like a ‘problem child’? No! Only problem parenting? As such a wrong fitment, or wrong recruitment, or even wrong induction, training?
  • As for pink slip: S/he needs help, surely. It is the organization’s responsibility to ensure the appropriate help is given. If it was wrong recruitment or issues related to ethics/ values, or legal, it may be better to let go. More as an exception.
  • Does s/he needs coaching? NO. Coaching is not to fix anything. For that s/he needs something else. Mentoring, guiding, telling, training, counseling, therapy, etc. Once s/he overcomes the situations, then s/he may be ready for coaching. Not before.

Coaching is different from mentoring, guiding, , telling, therapy, counselling.

coaching should ideally be a genuine effort to boost the performance of a high-potential professional, not a last-ditch, box-checking effort to say “we tried everything” before firing the person’. Last ditch effort or not, coaching is not the intervention.

If as coaches we encourage these ‘last-ditch efforts’, we would reduce coaching to transactional interventions, not transformational impact.

Coaching is for leaders. Coaching is to‘maximize potential, personal & professional’ (ICF)

‘Coaching support for soft skills’

  • coaching is not merely a support, it is partnering.
  • coaching is not to enhance ‘soft skills’, as it is commonly understood. It is about life skills. (Again not as in ‘life’ coaching, as the world generally understands.) Within the life, the bulk of it would be executive leadership skills for the leader-coachee, corporate sponsored or self-sponsored.

Hence the goals of the engagement have to transcend mere incremental benefits to fine-tune leadership skills. It has to be far more transformational. Else both coach & coachee are playing small. Sponsor organization, the leader should not allow that.

According to research on effective learning, to improve performance, people need three things:

  1. a clear goal – Coaching will look at more than the reluctance to speak up or speaking too much
  2. A genuine desire to achieve that goal – Ready to be coached, to trust the process and ready to take actions needed to make the shift
  3. The feedback that indicates what they are doing well and not doing well (#HBRAscend) – Feedback in a constructive way, or feedforward. All are integral to the coaching journey.

We, at Regal Unlimited offer executive leadership coaching for corporate leaders, entrepreneurs and professional, to maximize their personal & professional potential. To schedule a demo, write to info@regalunlimited.com

Related Posts
Is Coach Training Essential for Leaders?

Leadership style in today's world is transforming to keep up with the changes in the environment. The rapid pace of Read more

REGAL – 8 years young!

Yes, it is a dream come true, and “all our dreams can come true if we have the courage to Read more

Mark Cuban on why he refuses to mentor people – Why hire a Coach?

He says why, and that is more important. (Disclosure: I mentor coaches, coach leaders - my views may be biased!) Read more

50 DaysChallenge, Manifest Magic 2020

9 Months of Covid19 We have got so caught up with our day to day life, we have forgotten to Read more