Coaching vs Supervision
| Coaching | Supervision |
|---|
| Focuses on growth and development | Focuses on compliance and task completion |
| Collaborative and supportive | Directive and authoritative |
| Encourages exploration and reflection | Provides instructions and oversight |
| Future-oriented | Present-oriented |
| Builds long-term capability | Ensures short-term performance |
When to Coach
-
Employee is willing and capable
-
Goal is skill development
-
Situation requires problem-solving or creativity
When to Supervise
-
Safety or compliance tasks
-
New employees who need clear instructions
-
Low performance requiring close monitoring
Activity 1: SBI Role-Play
Participants practice giving feedback using the SBI model in pairs.
Activity 2: Observation Exercise
Provide a short scenario or video and ask learners to document behaviors factually.
Activity 3: Coaching Discussion
Participants discuss a real workplace challenge and coach each other using questioning techniques.
7. Conclusion
By applying monitoring strategies, using structured feedback models, and
documenting performance objectively, managers can build a productive, motivated,
and accountable workforce.