Management Coaching Tool for The Manager’s Toolbox
Section 4: Setting Expectations
Being able to set clear expectations is essential for a manager to get the results they want. This
session focused on various tools managers can use to make sure expectations are set clearly
and that people are held accountable to meet those expectations. This is one of the most
important sections.
Each session builds on the session before and we spend time reviewing their progress from last
month at the beginning of each session. Though this document focuses on this month’s
objectives, please remember to reinforce prior session topics when you coach your employee,
especially if they are challenged in a specific area.
Again, after 3 weeks, (about 1 week before the next session,) I would like you to email the
Assessment on the last page of this document back to me so we can gauge the employee’s
progress and make adjustment to the program if necessary. I am available if you have any
questions or comments. Let’s all work together to help your managers grow in their
management role and be the best that they can be.
Objectives for Session 4:
•
•
•
•
Develop Key Performance Indicators (KPI’s)
Set clear and measurable performance goals that are aligned with your organizations
strategy (SMART)
Demonstrate the steps of a successful one-on-one monthly coaching session to gain
employee commitment
Understand the impact of empowering your employees to partner in the tracking and
measurement responsibility
Key Performance Indicators (KPIs)
Review the definition of a KPI and the activity on page 1 of this section. The goal is to list the
key responsibilities of each of their direct reports and either create or enhance the KPIs that
each employee will be measured on.
ASK: What challenges are you having coming up with KPIs for your department? Are their KPIs
aligned with yours? Do you know what I measure you on?
Make sure you know what the KPIs and Goals are for your manager and that you can explain
them clearly. They may put you on the spot. They too want to know how you are measuring
their performance and that the goals they are setting for themselves are aligned with yours.
Goals
During the session, they went through the process of setting one goal for themselves and one
goal for an employee. Review pages 4 and 5 with them to make sure they have completed
them. Test them together to make sure they are SMART goals (Specific, Measureable,
Realistic/Relevant, Ambitious, and Time bound.)
ASK:
Do you think you have set realistic target dates?
What roadblocks do you anticipate?
How can I help?
Help them understand how important it is to achieve their goals and that you are there to make
sure it happens. Pay attention to the dates they have listed on their action steps and check
back with them to see if they are on target. If you have any electronic tools you can use to
track progress, use them. Set up touch point meetings. Whatever support you can give to help
them succeed will keep them on track and increase their chances for success. When they see
they can do it, they will want to continue and you should start seeing real results. Setting KPIs
and Goals make performance management a whole lot easier for a manager. That’s what we
will get into next session.
Monthly Commitment
There are a lot of action items this month listed on page 9. Please review it with them so
they come to the next session with some success stories and accomplishments. Please go
over the Activities on Pages 7-8 and have them complete them. We left this for homework.
Make sure they complete the Assertiveness Quiz before the next session. Next month we will
be focusing on Performance Management and being assertive without being aggressive is
important. Feel free to make a copy of the test and take it yourself.
Again, this month’s assessment is below. Please make sure you complete it and return it to me
by June 15th. Session 5 is on June 7th.
Thank you for your cooperation.
Abbe Meehan
TEC Resource Center
Participant Assessment for The Manager’s Toolbox: Session 4
Please answer honestly regarding your coaching sessions with your direct report. Feel free to
provide additional information for clarification if you think it is necessary.
Rating Scale:
(1) Not at all
(2) A little
(3) Quite a bit
(4) Not applicable
Rating
I have reviewed Section 4 of the workbook with (Name of direct report).
My direct report has set KPIs and Goals for his/her direct reports.
My direct report takes responsibility for what goes on in his/her department.
My direct report holds his/her direct reports accountable for their work.
People feel safe to express their view in his/her department.
My direct report has communicated the KPIs and Goals to each employee.
My direct report understands his/her KPIs and Goals.
I have made a conscious effort to coach my direct report using the TEC Support Coaching
Tool this month.
I have coached him/her through a problem they were having difficulty with.
Please describe the situation:
My direct report has completed the activity on the Commitments Page (9).
My direct report has made progress with
My direct report continues to struggle with
I have put the following in place to help him/her:
I have confidence that my direct report will master the skills learned in Session 4.
Additional Comments (Other areas of improvement or challenges):
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
I am committed to continued support for my direct report in this area.
Coaching Manager’s Name
Date