Structuring a plan. Since you have your employees attention, it is best to begin the planning process. structuring a plan as soon as possible sends the message to your employee you mean business when it comes to implementing the option. For example, your SMART goal may be to increase the sales attempt rate from 5% to seven in 30 days. Next, you and your employee may have agreed to focus on asking open ended question during a sales call as their option, giving them more information to help them attempt better. When are they going to start asking those questions?

How many are they going to ask? These are action items you want to document in a preliminary plan. The three t questioning technique helps you document three major milestones. Basically you ask what are you going to do tomorrow? Two weeks from today. 30 days from today.

You may need to guide your employee when answering the first question. Remember, the more time you let TAs from the time you coach them and the time you implement your first action step. You could be losing precious information. In your coaching session, here is an example of how the earlier scenario could be developed. The coach says, You said you wanted to ask more open ended questions to help you attempt to better sales. Great.

What steps are you going to take tomorrow to begin that process? The employee response? I can try asking an open ended question on every few calls. Coach, do you think you can ask a question on every third call? employee? Okay, I will try to ask on every third call.

Coach. Let's look ahead two weeks from now. Do you think you can increase the frequency to every other call? employee that sounds fair? Coach, great now lets you to ask questions on every call. 30 days from now, what do you think, employee I believe I can do this or get really close.

Coach. Let's write this down on paper and put a final plan together. Once you get to this point, you are ready to begin drafting your final plan. Let's see what this involves.