Be systematic about following up

Follow-up is most effective if you approach it systematically. Consider these ideas:

• Set dates for follow-up discussions. Many coaches plan to hold follow-up discussions several days or a week after a coaching session.
• Regularly review the progress your coachee has made to date. Ask him or her to demonstrate new skills if the purpose of the coaching is to prepare the person for new job responsibilities. If your employee is having trouble mastering a new skill or changing a behavior, ask what he or she needs from you to make more progress.
• Continue to observe your direct report's performance and behavior. If you're striving to correct an unproductive behavior, for instance, objectively assess whether the behavior has improved or worsened over time. Express concerns promptly, and ask what the person needs from you to stay on a track of continuous improvement.
• Continue to practice active listening with your coachee. As you follow up with questions and discussions, demonstrate interest, support, and focus. Listen carefully before offering responses or ideas.
• Continually enhance the action plan. Identify possible modifications to the action plan and implement them promptly. Review the results of any changes to see if additional modifications would be useful.
• Improve the coaching process. Periodically ask what has worked well in the coaching process itself and how the process could be improved. For instance, do you and your coachee need to meet more or less frequently? Do you need to use a more directive or more supportive coaching style than you originally assumed?