The Human Dynamics of Coaching, Counseling, and Disciplining Employees

Fear of conflict and confrontation keeps many managers from stepping up to the plate when employees need feedback regarding their substandard performance. Many managers allow an employee’s poor performance or off-purpose behavior to continue because the manager fears the reaction he or she may receive from the employee if confronted.


The tremendous success of my Accountability Management Workshop has spawned the need for another results-oriented training program that further enhances the skills of executives, managers, and supervisors in one very specific area of their managerial responsibilities.

During the Accountability Management Workshop we explore the Eight Core Competencies of Management™. Of these eight competencies the one managers seem to struggle with the most is how to coach, counsel, and discipline employees who are not performing to expectations or standards.

Fear of conflict and confrontation keeps many managers from providing employees with feedback regarding their substandard performance. Many managers allow an employee’s poor performance or off-purpose behavior to continue because the manager fears the reaction he or she may receive from the employee if confronted.

Managers tell me what scares them the most about counseling employees is fear the tables will be turned on them during the disciplinary session, with the manager ending up in the hot seat instead of the employee.

Innovative Management Group offers a new management training workshop that gives managers the self-assurance and skills needed to confidently coach, counsel, discipline, and, when necessary, terminate employees who perform below expectations. The workshop is entitled “The Human Dynamics of Coaching, Counseling and Disciplining Employees,” since it focuses on the often difficult interpersonal aspects of performance counseling.


Workshop Format


The two-day workshop begins with a half-day of instruction on the necessity and legalities of coaching, counseling, disciplining, and terminating employees. These entail the “whats” of performance counseling.

The next day-and-a-half of the workshop deals with the “hows” of conducting counseling sessions. It entails group discussion and role playing of actual case studies that the participants bring to the session from their real-life managerial experiences. Attendees role play their interaction as they response to various performance or behavioral challenges they face in their day-to-day dealings with employees. They learn how to confront these situations head on. The role playing practice sessions build the participant’s confidence in their ability to maintain their composure during difficult performance feedback consultations. The workshop provides them with numerous techniques for controlling the feedback session to ensure actual performance improvement occurs.

During the role plays the participants in the workshop act as consultants and coaches to each other. They share their successes and failures in handling similar situations. At the end of each role play the facilitator provides the group with a plethora of additional tools and techniques to address the specific challenges presented in the role plays.

Interspersed throughout the case studies that the participants bring to the workshop are “rapid-fire cases” provided by the instructor. These fast-paced scenarios further hone the counseling skills of the managers. Attendees learn how to resolutely keep the counseling session focused on the employee’s performance while avoiding the interpersonal sparring that often occurs in confrontational settings.


Workshop Content


During the workshop participants learn how to face and resolve some of the most common counseling challenges, such as:


  • How to pinpoint and specify the root cause of a performance or behavioral problem

  •  How to ask probing questions and never be stumped by the employee

  • How to keep the feedback session focused on the performance or behavioral issues instead of on the employee or manager

  • How to draw out employees who refuse to talk or who won’t address the real issue

  • How to deal with criticism, pessimism, negativity, and resentment

  • How to overcome placating, passive resistance, and superficial cooperation

  • How to resolve personality clashes, gossiping, and backbiting

  • How to light a fire in those who procrastinate, are indecisive, are slow to respond, or fail to follow-through

  • How to deal with crying, anger, depression, withdrawal, and other emotions

  • How to respond to intimidation, threats, hostility, or violence

  • How to get employees to stop blaming others, finding fault or feeling

  • How to deflect personal attacks or attacks on the company

  • How to deal with lying misrepresentation, half-truths, or distortions

  • How to keep from being manipulated by employees

  • How to get agreement and ensure change occurs

  • How to follow-up and reinforce the need for change

    The Human Dynamics workshop is designed to get employees to change their performance or behavior. Participants learn how to accelerate an employee’s performance improvement and behavioral change by using the Four Phases of Personal Development™. The main focus of the workshop is to help managers understand the human element — the psychological implications — of performance counseling, and thus help the employee through the often difficult process of self-improvement. This requires great skill in moving an employee through each of the four phases of personal development.

    Of course, the first step to employee improvement is manager improvement. Managers have to deal with their own insecurities and inadequacies regarding coaching, counseling, and disciplining employees. The two days of the Human Dynamics workshop allows managers to work through and overcome any personal issues that may be keeping them from fulfilling their management role of giving performance feedback. Attendees leave the workshop fully prepared to competently coach, counsel, discipline, or terminate non-performing employees. They leave knowing how to effectively deal with the human dynamics of coaching, counseling and disciplining employees. §


    If you would like a shareable version of this article, please email me at and I will send it to you immediately.




    08:17 am am  04-28-16
    0 Comment(s)

    You must be signed-in to comment (see right sidebar)

    Login / Sign up


    Or Sign up

    Share it

    Blog Archives
    Twitter Feeds
      follow me on Twitter