Behavior Modification

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Introduction Behavior modification is not always needed, in that this is not always the reason employees need coaching. Yet when it is a problem, behavioral issues are found to be a challenging obstacle to retention (Ulrich 2013). Using well trained coaches, external training and clear expectations, it is possible to turn an employee around to become the best employee they can. This leads successfully coached employees to a new attitude, treating their co-workers with respect and performing as well as possible within the confines of their abilities.
Create an organization-wide behavior modification coaching method
The first step is to set up a company-wide assessment. Learning from leadership what the desired and expected attitudes and behaviors …show more content…
I would increase the leadership and other management capacity for coaching delegation and come up with a plan to measure our results. One way to measure results is through observation by managers; another is a survey. A combination of this information will be gathered in the expectation that we will be able to correctly assess the success of our operation.
How often will behavior modification need to be used in coaching sessions?
As Ulrich (2013) stated, behavior modification is needed whenever there is a specific behavior getting in the way of being effective. Using the information gleaned in the survey, I will train the internal coaches to understand how to identify the need for behavior modification. This will certainly not be a perfect method yet using a 360-degree approach to coaching can give a coach the ability to understand whether behavior modification is …show more content…
As Ulrich (2013) asserted, this coaching must result in a change. Through identification from the organization of the expected behavior the coach will know what to work towards. Through behavior modification during coaching, the employee will find out what is considered acceptable and how to implement correct behavior.
As noted above, one way the coaches can ensure behaviors have been modified is by feedback from managers, co-workers and other employees. Finding out from other people who work day in and day out with the coachee how the coaching is going will be invaluable. The coach will also be able to find out if behaviors have changed through interviewing the coachee. Honest responses to queries and thorough exploration even into the ZOUD will help to dig into behavior changes (Blakely & Day 2013).
How will the coachee provide feedback to the coach on their interpretation of the behavior modification?
Brause (2017) discussed that the coachee can provide feedback by realizing that coaching is a two-way street. The coachee should be prepared to be honest and reflective about their progress, so that the coach can tailor or adjust the coaching for effectiveness. The coachee should be mindful to speak truthfully about completion of goals and attempted behavior changes (Blakely &
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