When monitoring the efficiency and service levels of employees, you are acting as a coach or
providing a coaching session.
Identify performance problems or difficulties
At the end of every coaching session, the coach should review the session.
This review should aim to determine how effective the session had been with a view to improving
future ones. Even coaches can learn if they take the time to look for the signs and the feedback.
Many coaches make notes and document how the coaching could have been improved. Effective
coaches take this evaluation phase very seriously and recognise its potential for improving future
sessions. Until a review has been done, the coaching session cannot be truly complete.
The coach should ask for the learners' feedback on the session and this should be taken seriously
and constructively.
Remember, everyone learns at a coaching session. Just because you are the coach doesn’t mean that
you can’t learn too – especially about your coaching technique. Where problems with coaching are
identified, every effort must be made to remove them from the next one.