Coaching can be used by managers or mentors to accelerate employee learning, improve their performance, facilitate development and support retention. Coaching conversations also are an opportunity to demonstrate a commitment to diversity. Diversity leaders coach and develop all their people, and adapt their coaching style to the needs and preferences of the individual.

The Coaching Model, a tool designed to support a coaching culture, is comprised of the following steps:

1) Establish the coaching relationship - Create and nuture a respectful and reciprocal relationship. This is the first step to break the ice and develop trust

2) Assess the Situation - Reflect on and understand the situation by sharing observations, asking clarifying question or gathering additional information. This makes the employee or person feel that you are genuinely interested in their development.

3) Define Desired Outcome - Identify the most desirable outcomes in the situation and discuss the changes that need to occur to achieve these outcomes. This is one part of goal setting, you make the individual think what they want out of this relationship and if the outcome is realistic.

4) Determine & Commit to Take Action - Determine possible actions,
identify obstacles/enablers & commitment to take action. This helps you make your goals more reasonable, achievable and realistic.

5) Follow-up/Measure Success- Like setting goals, follow-up and measuring each successful milestone is very crucial. Someone will not change or improve in one day, its and on-going process and commitment. Provide constructive feedback, noting specific examples & trends observed over time.

6) Ongoing Coaching - Provide ongoing feedback to ensure initial gains, new skills & behavioral changes are sustained over time.