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.