An effective way is to observe performance at work. Shadowing is the observation of a worker or workers performing their work in a real environment, it focuses on a specific area according to the client’s needs, and it includes developmental feedback. It takes place in a non-directive, coaching manner.
“Shadowing: seeing performance in action”
Sometimes the participants have a lot of questions about their own situations and there is not always an opportunity to go through and discuss each of them in detail at the training. The solution is shadowing, where the coach devotes a predetermined amount of time to specific individuals. They can benefit from individual attention and get the most for their practice.
The coach provides the employee not only with feedback but also with recommendations on what to do to improve their performance or skills. Similarly, the coach can introduce suitable techniques or principles to the participant and directly try them out in a simulated situation. At the end of shadowing, with the coach’s assistance, the employee sets their individual developmental SMART goals to work on.
``We have been collaborating with FBE on the development of our procurement team for many years. The programs are always tailored to our specific needs and deliver clear results in practice. The development also included preparations for specific important negotiations with suppliers and subsequent shadowing directly during real negotiations, which helped achieve the set negotiation goals. I appreciate the high professionalism of the trainers and their ability to focus on outcomes that continuously push our employees further. I highly recommend FBE.``
Ing. Marianna Štrbíková, HR Generalist, BILLA s.r.o.
We can shadow one employee for a full day or half a day, or gradually shadow multiple employees within one day (we recommend a maximum of four). Everything depends on the client’s needs.
A phone call before the meeting or an initial interview
- We will talk together about the goals and the shadowing process
The shadowing itself
- We define the course, rules and goals of shadowing with coaching feedback
- We discuss the fulfillment of development goals
- We will talk about preparation (e.g. before a business negotiation, telephone conversation, meeting, etc.)
- We observe the worker at real work and subsequently provide feedback (enriched with the coach’s recommendations)
- At the end of shadowing, we evaluate the observed activities and set personal development goals
If we shadow several participants within one day, we repeat the whole process.