Well done, coaching can boost individual and organizational effectiveness. Poorly done, it can alienate learner/employees and undermine performance. Let’s look at the most frequent traps coaches fall into and how to avoid them.
Hiring the wrong people
Sloppy hiring and selection procedures may leave a coach with a problem performer, somebody he might never have hired if he had known then what he now knows about the individual.
Often, all it takes to identify people with the potential to do good to outstanding work is to hold lengthier interviews, ask more targeted questions to learn about job skills and attitudes, and schedule follow-up interviews either with you or, better yet, with other interviewers.