How to Set Coaching Objectives For an Employee

Coaching is achieved by learning and its aim is to develop employees. It is difficult to say exactly what learning is but it is possible to observe when it has taken place. If, after instruction, an employee can be seen to be able to do something he or she could not do before, then learning has occurred.

Coaching objectives provide employees with a route plan and final destination giving them a clear outline of the scope of the session, rather than leading them on a mystery tour. Coaching objectives provide the same service for the coach!

A coaching objective should be as short as possible and should specify:

1. Performance
What the employee will be able to do if the coaching is successful.

2. Criteria
A statement indicating the quality of performance which will be accepted as evidence of learning; how well the task is performed.

3. Conditions
Where applicable the statement will show when the employee will be able to perform the task and what aids or tools will be provided to help the employee perform the task.

A good objective will always tell the employee what he or she will be able to do after the coaching period, and how well he or she is expected to do it. A clear and concise statement will help the employee "tune in" to the specific area(s) to be covered in the session and make it easier for both the employees and the coach to reach the objective. Well coached employees can perform a wider range of activities and can do so more independently.

Gavin Slattery has worked as a manager for several different businesses. He has interviewed and hired many employees over the years.

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How to Set Coaching Objectives For an Employee