Obstacles come in many different forms. However, the root of the obstacles typically come from a personal deficiency in their life situation. Maslow's theory of needs outlines basic needs we all must have in order to reach higher order needs. Here's a brief overview of the needs. Physical need, safety need, social need, esteem need growth need. The basics of all needs are the physical and safety needs.

If a person is lacking in either of these areas, they will find it difficult to progress further into the higher needs. For example, if you know your employee is having issues at home, their physical or safety need, maybe it is creating an obstacle to reaching a goal, which is a higher order need. When faced with a needs issue. Try your best to acknowledge the need and guide them to a qualified resource to assist them with the issue. Let us look at how to reevaluate goals and realign the employee back to achieving the goal. re evaluating goals as time passes from the original coaching session you want to check in on your employees And see where they are at in respect to the goal that was said.

It is at this point where you may want to reevaluate the goal and determine if it is still smart. There are several things you want to take into consideration when re evaluating goals. First, reevaluating does not mean that you have to change it. reevaluating is an opportunity to check on the goal and to determine how your employee is doing in achieving this goal. Here's some steps you want to take when re evaluating the goal. revisit the starting point, you want to review where you begin.

This way you were able to see if progress has been made and your employee is moving towards the goal. Determine what has been accomplished. Look at what the current performance level is and compare it to the starting point determined earlier. Review the amount of time left and respect to the goal date. You want to see if the amount of improvement is aligned with how much time has passed or how much time is left before the goal date is reached. Determine if the Time remaining before the goal date is adequate to fulfill the goal.

Here you want to see if there is Still enough time to improve and reach the goal. If not enough time is left to accomplish goal by the goal date, then set a new goal and goal date based on how much improvement has been accomplished and the time it took to get there. If there is still enough time set smaller goals to help the employee move towards the established general goal. in overcoming roadblocks, you may need to be more flexible. Perhaps the goal originally seemed like a viable goal, but when put into practice, it becomes apparent that you will not be able to reach it. Do not become frustrated.

Be flexible and understanding of your employee if you have to reset a goal.