Coaching meetings succeed when there is meaningful follow-through. Within a coaching meeting, you create a place of safety, focus and transparency. When your team member re-enters their everyday work life, structure and support are needed for results to manifest. An action plan is one way of providing that structure and support.
Action plans should suit the individual situation and be a formal agreement on how your team member will move forward on the items discussed in the coaching meeting. Goals and outcomes should be created collaboratively and fully agreed to by your team member. If there is a disciplinary or low performance issue involved, agreement is needed with the team member that they understand stretching their performance is necessary and the action plan gives them the opportunity to do so. Check-in meetings should be scheduled. As coach, you hold the goals and outcomes at all times. It’s best to not let time slip away, causing missed goals and outcomes.
When individual goals and outcomes are reached, acknowledgement and positive feedback should be given. Formal “closure” should be made when the action plan is completed. In the event of non-performance on the action plan, you can decide next steps.
Action plans are a great tool for clearly setting expectations, encouraging team members to grow and creating movement. Let action plans help fuel the development of your team.
photo: jamoluk, pixabay.com