{"id":35697,"date":"2019-08-15T11:29:02","date_gmt":"2019-08-15T18:29:02","guid":{"rendered":"https:\/\/www.enxmag.com\/twii\/?p=35697"},"modified":"2019-08-15T11:29:06","modified_gmt":"2019-08-15T18:29:06","slug":"how-to-make-the-most-of-on-the-spot-coaching","status":"publish","type":"post","link":"http:\/\/www.enxmag.com\/twii\/the-week-in-imaging-twii\/editors-blog\/2019\/08\/how-to-make-the-most-of-on-the-spot-coaching\/","title":{"rendered":"How to Make the Most of On-the-Spot Coaching"},"content":{"rendered":"\n
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The most important role of any manager is coaching. Yet, in this world of \u201cinstant everything\u201d by way of the Internet, it seems on-the-spot coaching has gone by the wayside. Coaching never has to be done by Friday at 5, so for a lot of us, it somehow finds itself getting kicked to the next week and then the next week, and so on. Best case scenario, it is held for a one-on-one which could be as much as 1-2 weeks later and you have lost the opportunity to make the most of the moment. That is what we want to do as coaches \u2014 we want to make the most of the moment, right?<\/p>\n\n\n\n

In my experience, the most important type of coaching with the highest return is on-the-spot coaching. Providing positive feedback and constructive feedback. Although both are valuable types of coaching, each must be handled completely different and in both scenarios, by doing it on-the-spot, you will make the most of the moment. And here\u2019s why:<\/p>\n\n\n\n

Praise publicly. Provide constructive coaching privately.<\/p>\n\n\n\n

It is simple but often missed.<\/p>\n\n\n\n

Praise publicly<\/strong><\/p>\n\n\n\n

Remember, recognized behavior gets repeated. Most of us work more for the psychological paycheck (praise, recognition) than we do for the actual paycheck. Catching people doing things right is a great opportunity to highlight their efforts in public. You get two benefits from this:<\/p>\n\n\n\n