proceed, let’s clarify this confusion.
efforts to continuously improve to meet today's (and tomorrow’s) challenges. She assesses current capability, provides periodic and regular feedback, takes timely required corrective actions (including, reducing scope, or extending deadlines, or providing additional resources or training, etc.), helps employees to identify what is needed, and creates needed opportunities to fill in the gap. She develops capabilities in her employees to solve problems and make decisions. This is done by asking the right questions, challenging the employee's thinking, offering new options, supplying additional information that expands employee's understanding, or providing a new interpretation to a situation. The Coach doesn't follow the same model/methodology to coach/mentor everybody (Pl. refer to my A Driver and A Passenger analogy). For Top performers (Super Stars), she focuses on their Strengths, Passion and Dislikes (by providing them opportunities and platforms to play their skills and follow their passion). For Low Performers, she focuses on their Weaknesses and Fears (by providing them appropriate and timely adjusting feedback, and required training and support). Based on the need of the hour, she may follow either of the “Tell”,“Sell”, “Consult” or “Join” models. There will also be times when she would serve as a sounding board for the employee as she develops her own strategy for overcoming the obstacle.