HOW TO COACH: Identify the purpose of the discussion. Describe the situation as you see it.

1. HOW TO COACH: • Identify the purpose of the discussion. • Describe the situation as you see it. • Your Perspective • Ask for the employee’s perspective . • “How do you see it?” • Establish impact. Ask questions to ensure understanding. • Co-create a plan. • Discuss concerns or roadblocks. • Get a commitment. • Schedule a time to provide feedback. • HOW TO COUNSEL: • Identify the purpose of the discussion. • Describe the problem as you see it. • Ask for the employee’s perspective . • Establish impact of the behavior. Listen and respond. • Obtain agreement that there is a problem. • Agree on follow-up actions. • If no agreement: • Review performance expectations and goals. • Review the negative consequences of the behavior. • Obtain agreement that there is a problem. • If still no agreement: • Continue disciplinary process. • Start documenting. Coaching & Counseling Capsule PACE University Employee Relations Management Supporting Healthy Teams & LeadersUniversity Employee & Labor Relations • WHEN TO COUNSEL: • To redirect performance • To correct a problem • To deal with conflict situations • To provide procedures that continue to work within a progressive disciplinary system • WHEN TO COACH: • To enhance performance • To encourage appropriate behaviors • To provide support during a temporary situation