Tips for when to coach

• Coach employees who are aware of a performance problem or skill gap and who are motivated to address the situation.
• Don't expect to solve a problem in a single coaching session. Coaching is an ongoing process.
• Coach informally "on-the-spot" as you overhear a conversation or observe a specific behavior that indicates a potential performance problem or skill gap.
• Offer coaching if you see a need—but first explain what you've observed and why you think coaching would be valuable.
• Don't try to force coaching on someone who doesn't want to improve or who isn't aware that he or she has a performance problem.
• Avoid coaching if unproductive behavior is deeply rooted and occurs across a broad range of situations. Such problems usually don't clear up with coaching.
• Find opportunities to strengthen your coaching skills. Regular practice improves a coach's effectiveness.