5-Step Coaching Model: Definition, Pros & Cons

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  • 0:03 What Is the 5-Step…
  • 0:23 Steps 1 & 2
  • 1:54 Steps 3, 4 & 5
  • 3:36 Pros & Cons
  • 4:11 Implementing the 5-Step Model
  • 5:09 Lesson Summary
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Lesson Transcript
Instructor: Tara Schofield

Tara has a PhD in Marketing & Management

The 5-step coaching model is an effective tool in managing employees and helping them create the future that is most desirable for them. Work through the steps to motivate and encourage your team.

What Is the 5-Step Coaching Model?

The 5-step coaching model is a process that helps you determine the path your employees must take to establish, plan, and achieve their goals. As a manager, it is your opportunity to lead them through this process and help them grow as employees. Let's look at each of the five steps in detail:

Steps 1 & 2

Step 1: Know Where You Are

Before you can move forward, you must understand where you are right now. As a manager, you must also help your employees clarify where they are and what direction they need to go. You can determine this by asking some simple questions:

  • What do you like about your work?
  • What would bring you more satisfaction in your job?
  • What talents and skills do you have that you would like to share in your work?

With these questions answered, you have helpful information that will guide your team member in creating goals and benchmarks.

Let's imagine you supervise a team of sales professionals at a large jewelry chain. You want your employees to have long-term plans with the company and set goals to reach those plans. You sit down with each employee, starting with Cindy. Cindy has been with the company for two years and is one of the top salespeople. She loves the team, enjoys repeat clients, and wants to promote to corporate accounts. She wants to market the custom jewelry, medal, and trophy products for professional clients.

Step 2: Establish Goals and Purpose

Now that you have an idea of what direction Cindy wants to go, you can help her set goals that will support and encourage her.

You ask Cindy to come up with three goals that support her plan to more into corporate accounts. She comes back with:

  1. Learn about the needs of corporate clients
  2. Train with the corporate sales staff
  3. Sell $50,000 in corporate sales in the next year

Steps 3, 4, & 5

Step 3: Lay Out Your Plans

The goals Cindy outlined make sense and are fitting for moving into the corporate division. As a manager, you must consider the impact on your team. Do you need to re-train any current employees? Will you need to hire someone else? Are there openings or opportunities within the corporate division? How are internal transfers or promotions handled?

Your company has a policy to promote from within, when possible. You meet with your manager and the corporate sales manager to determine if plans can be made to accommodate Cindy's requests. She's been an excellent employee and is professional in her work. She will be a great addition to the corporate team. It is determined there will be an opening in three months and Cindy will be given a promotion at that time.

Step 4: Execute the Action Plan

When coaching your employees, you must lay out the plan for their goals to put into action. You will also need to consider what actions you will need to take to support them in meeting goals.

Returning to the example, you and Cindy determine she can start learning about corporate products and preparing to move to the other division when the position opens. You have time to look for Cindy's replacement and make plans for Cindy to train the new sales person on your team.

Step 5: Reach Your Goal

You'll need to make adjustments as you coach your employees. Situations can change, people's needs can change, and you can face challenges not anticipated. Being flexible is important.

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