The performance counseling session calls for you to draw on your coaching skills as well as your communication skills. You need to convey to the employee in clear and objective language …
• What the problem is
• What behavioral changes are expected
• What the employee can do to make those changes
• What action will be taken if the employee fails to make those changes
In doing so, you should give constructive feedback and offer as much encouragement as possible—that is where your role as a coach plays a vital part in behavior modification. You want to get the employee “in tune” with you and harmonizing on a mutually agreeable course of action. A useful term for this approach is peptalk (see display). It will help you remember the importance of your coaching efforts throughout the performance counseling session.
PEPTALK
Performance
Enhancement
Plan
To
Align and
Link our
Thin King
It should be noted that much here is based on simple reinforcement theory. The theory has two fundamental rules:
• To increase the likelihood of someone repeating a behavior, reinforce the behavior.
• To decrease the likelihood of someone repeating a behavior, discourage the behavior.
You reinforce with praise; you discourage with criticism. In a counseling session, whether you are coaching or disciplining, that criticism should always take the form of constructive feedback—it must be a clear report of the problem backed by hard facts, sensible expectations, and useful ideas for improvement. Your intention is to change behavior, not to destroy motivation.