1. Session Preparation

When you move from coaching to formal discipline, you “officially” place the employee in a process that could ultimately lead to termination; thus session preparation becomes very important. As we have seen, each process step has five phases:

•   Phase I. Search for the Facts

•   Phase II. Consider Possible Actions or Alternatives.

•   Phase III. Take the Most Appropriate Action

•   Phase IV. Documentation

•   Phase V. Follow-Up

If you ever find yourself preparing to conduct a session “cold,” without work completed on the first two phases, stop immediately. You must know the facts; and you must be sure the disciplinary process, not training, is the correct course of action.

In ...

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