1. Description
a) The challenge is about coaching one's direct employees .
b) It provides a framework that enables one as a professional to train their direct employees, enhance their personal growth and performance at work.
2. Goal
a) To improve employee development, work performance and enhance peer-to-peer mentorship
i. It stipulates concrete steps of action that make it clear, concise, and actionable.
3. Audience
a) The target audience is all employees of the firm.
i. The junior and managers that are drawn from sales, accounting and human resources departments,
ii. Male and female ranging from 18 to 65 years of age,
iii. The relationship between the presenter and the audience is a fellow employee/manager,
iv. The employees are aware that they are going to have a performance improvement coaching,
v. They are eager to learn how to improve their performance at work and how they can solve their problems,
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vi. As a human resource manager, some junior staff may not express themselves freely because of feeling inferior.
b) Available information about the audience
i. Personal employees' data kept in the human resource databases and reviews,
ii. The conclusion made about the audience is that they are very creative and take up new constructive ideas positively.
c) The tone used to convey the message.
i. The tone is informal,
ii. The communication is impersonal.
4. Key Message
a) The key message problem-solving and improving performance at work.
i. The message is compelling and memorable,
ii. The message is clear and concise,
iii. The message is aligned with the audience’s goals and needs.
5. Supporting Points
a) Three points that support the message.
Performance improvement entails correcting what employees are doing wrong,
The employees should teach others how to solve problems,
Improvement of performance enhances personal development and boosts morale.
i. The research/sources used to obtain facts/data about the message.
Review data from the human resources database,
Personal information and observations made by the human resource department concerning the employees,
Reference from books by Mader, 2016, Emerson & Loehr, 2008 and Kirkpatrick, Grote & AMA, 2006.
6. Channel Selection
a) The communication style employed is Consult/Join,
b) The channel of program training will be informal,
c) The purpose is to transmit the message to the employees without using the standard command structure.
7. Action Request
a) A clear, concise and actionable action request
Whenever one is asked for help, they should perform a walk through the process on how to get the solution,
A direct solution should only be provided at the very end,
Constructive feedback should be provided to correct wrong actions.
References
Emerson, B., & Loehr, A. (2008). A Manager's Guide to Coaching: Simple and Effective Ways to Get the Best From Your Employees .
Kirkpatrick, D. L., Grote, R. C., & American Management Association. (2006). Improving employee performance through appraisal and coaching . New York [etc.: American Management Association.
Mader Clark, M. (2016). Employee Performance . NOLO.
