103 Interviews: Holding a Formal Conversation
extends and where it ends: what powers they have for
hiring or using staff, their budgetary authority, the
resources available to them, their access to information,
their power to take decisions without referral.
Finally, you as the manager must give the delegate full
confidence to do the task. Make it plain that you will:
• give any support that you or they consider necessary;
• provide any training that may be needed;
• be available for consultation or advice;
• make the delegation public knowledge.
Coaching
Coaching is improving performance. The aim of a coaching
interview is to help the coachee think for themselves, fostering
greater awareness and hence greater responsibility. Fostering
awareness is the first stage of coaching and involves looking at:
• what is going on;
• the goals;
• dynamics and relationships between the coachee and
others;
• wider organisational issues;
• the coachee’s own feelings; fears, emotions, desires,
intuitions, capabilities.
Fostering responsibility is the second stage of coaching and
involves second-stage thinking: thinking about what to do. So at
this stage, coaching encourages the coachee to think about:
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