Corrective coaching springs into action when certain attitudes and behaviors point to serious problems in their development stages. Performance problems and dissension inevitably arise in workplaces and must be dealt with promptly and intelligently. These kinds of workplace issues are a given.
What you want to accomplish via corrective coaching, then, is problem solving at the source. You want to tackle problems in their infancy and dispatch them in short order. Your grand aim, with corrective coaching actions, is to reduce both the quantity and severity of problems that come your way.
In every work environment with two or more employees, there are inevitably going to be squabbles; there are going to be performances adversely affected by interpersonal relationships not being what they should be. We'll look closely at troublesome employee relationships and attitude problems and how coaching handles them.
Meanwhile, as we get increasingly enmeshed in the fast-paced, fluid corporate world of today — where the stakes are higher and the salaries are, too — the obstacles and variable pitfalls loom larger and more complex. It stands to reason, then, that these more layered problems need to be more thoroughly understood. And nobody is better qualified to manage in this new-fashioned age than an insightful coach.
Corrective coaching specifically refers to coaching applications that address explicit problems ranging from incompetence in job roles, to performance dips caused by declining interest in work responsibilities, to personal matters affecting job performance, to behavior-related issues that cut across a wide swath.
Now that we've established beyond a doubt that an office led by a coach is a better-managed place than one run by a traditional manager, the table may be set with the specific problems and obstacles that invariably are found in every imaginable workplace. Foremost, coaching and mentoring don't claim to be problem-solving panaceas — there are no such things. However, they embody a managerial approach that attends to root causes of problems and gets at them fast and furiously.
Coaching and mentoring are active styles of managing that attempt to cut problems of any kind off at the pass and stop their spread. How exactly is this done? In consultation with your employees, you set high but attainable expectations for them. In addition, you expect each and every one of them to be responsible and accountable for their ultimate performances. It is with this solid foundation in place that you address and dispense with the problems that arise on your watch.