Coaching and mentoring is vital in the early stages of a person's career. It is important to remember that the sorts of attributes that attracted a candidate to a job in the first place should be harnessed, assessed and built upon as an employee develops with the company.

“The core to effective coaching is enabling the employee to unlock their potential and maximise their own performance,” Nick Verkerk, General Manager of Beilby’s office in Perth says.

“Workers may be well qualified and very motivated, but they need guidance in different tasks and responsibilities that can help them grow and allow them to demonstrate their strengths."

“Managers can all too often fall into the trap of thinking they have to tell their employees what to do or nothing will get done.'"

Managers should utilise strategies that include effective objective setting, transparent performance management and ongoing feedback.

They should provide some overall instruction as to what their desired outcome is, and set boundaries that the person needs to work within.

"Then the individual can take responsibility for how they do their job. The manager only serves to provide guidance along the way and ensure that the individual works within set parameters. This acknowledges that the individual can competently work on their own, show initiative and develop as they go," he said.

Beilby offers Executive Coaching for staff with supervisory roles in two ways.  The first focuses on both mindset and behavioural change.  Built around structured objectives and a coaching ‘road map’, Beilby Coaches design sessions and tools that build on identified strengths and address limitations to achieving defined objectives.

The second approach is a less intense option that teaches leaders how to become ‘thought partners’ instead of coaches.

Beilby also offers Career Development coaching for leaders up to middle-management level.  This type of coaching allows individuals to identify their direction within the company and empower them to follow their own path.