Every day, Thiagi tweets ready-to-use pieces of practical advice on different topics such as facilitation, listening skills, communication, leadership, productivity, training, and management.

Here are some recent tweets about coaching for performance improvement—supplied by Matthew Richter.

Focus on supporting your employee instead of proving that you are right.
Ensure that the coaching conversation is a two-way conversation. It should involve a give-and-take process.
Encourage the employee to talk more than you.
Don’t prepare your next question or your next statement while the employee is talking. Really listen to what the employee says.
Conduct an appropriate performance analysis to identify gaps between what the employee currently does and what you want him (or her) to do.
Coaching sessions should focus on building competence, encouraging teamwork, securing trust, setting expectations, and measuring success.
Be sure your feedback helps the employee get to the goal. Don’t use the coaching conversation merely to express your opinions.