Late Stage Coaching - more than it seems?
I am preparing a training session for supervisors on "How To Fire Someone :wink: " using the Late Stage Coaching Model.
In my preparation I realized that the Late Stage Coaching is really the ending phase of a fluid process that is at first invisible. This invisible process can begin with a 'casual' adjusting feedback that leads to the uncovering of an ingrained behaviour problem in an employee, and can end with a termination or a reclamation.
I, wrongly, viewed One-On-Ones, The Feedback Model, and Coaching as interconnected, but individual units that really could be done separately. They are really fluid characteristics of this larger process that I call the Effective Behavior Growth Process. I may be alone in this revelation, but I thought I'd share it.
The Effective Behavior Growth Process is more like a river than a staircase. A river has movement toward a distinct direction. It is made of water, of course, but it also has currents, varying speeds, eddies, temperature, etc. All of these combine to give the river a character.
Another analogy is an athlete that has to combine several skills in a purposeful flow of energy. An effective manager has to do the same.
I hope I haven't rambled too much. Comments?