張經理與朋友小李相約一起吃午飯。小李對剛上班一個月的新員工的表現有怨言。

　　「看他出身名校，考試成績也不錯才選他。怎麽知道做出來的東西，『求其』到極！要不是現在請人難，早就炒了他！」

　　「你覺得他入職是否就希望『求其』？」

　　「沒理由是。」

　　「換做是你，你會怎樣？」

　　「用心工作，有好表現。」

　　「那你可以做甚麼讓新員工用心工作，有好表現？」

　　「我可以做甚麼？嗯，我可以找兩個同事每天各用一小時教他怎麽做。畢竟他剛離校。雖然大家都很忙，但是不找人跟他，問題解决不了。」

　　「還可以做甚麼？」

　　「知道並不表示做到。就像我學打太極一樣，看師父示範幾次，聽師父講述幾次，看是看了，聽是聽了，我依樣畫葫蘆學招式，也不是一時半刻就能做到的事。所以培訓固然重要，我看還需要一段時間觀察與糾正。」

　　「還有呢？」

　　「這段時間犯錯是難免的。但如果能堅持得住，對大家都好。」

　　「可以怎樣堅持住？」

　　「注意到做得好時，可以多些口頭稱讚他，這樣可以激勵他。至於做得不好的地方，可以更具體明確告訴他怎麽做，甚至可以示範，然後請他跟著做。」

　　「你覺得如果真能這麽做，會有甚麼結果？」

　　「至少他會知道我們對他的要求是甚麼。有新東西學可以提升他的能力，增加他的自信。有他幫忙，我們的工作也會輕鬆些，壓力也會减少。」

　　「好呀，你就照你所說的去做吧。下次吃飯告訴我效果如何。」

　　教練時需要將「被動」轉「主動」，將「不可控」轉「可控」，客戶需要能採取行動才行。

　　Peter is having lunch with his friend Frank.  Frank complained about the work performance of his new hire.

　　"We hired him a month ago because he was from a famous school and his grades were good.  But his work is so sloppy!  If I weren’t short of manpower, I would have fired him!"

　　"Do you think he joined your company to be sloppy?"

　　"No, I wouldn’t think so."

　　"If you were him, what would you want?"

　　"To perform well."

　　"What can you do to make a new hire perform well?"

　　"What can I do?"  Well, I suppose I can get 2 people to each train him for an hour each day.  After all, he’s only just left school.  Although we are all very busy, he won’t improve if we don’t invest time and effort on him.

　　"What else can you do?"

　　"Knowing it is one thing, doing it is another thing.  Just like my Taiji lessons.  Master demonstrated a few times and talked us through a few times.  I saw and I heard, and even copied what I thought of the moves, and it took quite a while to understand and learn.  Let alone master it!!!  Training is important, and I think we still need a period of time to observe and adjust."

　　"What else?"

　　"This period is tricky because he is bound to make quite a fair bit of mistakes.  But if we can hang in there and pull it though, it will work for everybody."

　　"How can you ensure that happens?"

　　"When we observe something that has worked well, we can give him more verbal compliments.  The positive feedback would empower and motivate him.  As for the things that do not work out so well, we’ll need to be clear and specific about what we want him to do.  We can even do a demonstration to show him, and then we can ask him to repeat it so that we can check if he’s on track."

　　"If you were to do all that, what would happen?"

　　"Well, at least he would know exactly what we expected of him.  Leaning new things would improve his capability, increase his confidence.  And with his contribution, it would also ease our workload, and reduce our stress!!!"

　　"That sounds wonderful!  Give it a shot and see what happens.  Update me the next time we meet!"

　　The coach needs to ensure the goal is positive, proactive and controllable.  And the actions be initiated and executed by the client.