From the course: Managing Employee Performance Problems
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The coaching conversation using the EASE method
From the course: Managing Employee Performance Problems
The coaching conversation using the EASE method
I remember at a young age, standing at the edge of a huge swimming pool. I was terrified, thinking to myself, if I jump into this thing, I just might drown. And, I believe that's what some managers feel when facing a performance issue conversation. Well, I'm going to give you some easy to follow instructions to keep you above water in that next coaching conversation. Think of it as floating through the conversation with ease. The first step is to clearly establish the key issue by stating your concern. Even if there are multiple issues, it's important to focus only on one. This creates the highest probability of progress. You start the conversation by simply saying: "I'm concerned about..." fill in the blank. Or, if you want the opening statement to be more neutral, you can say: "Hey! I have some thoughts I'd like to share with you." Or, "I'd like to have a conversation about..." fill in the blank. What's really important…
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