In my experience, everyone grows and thrives differently, much like plants in a garden. When coaching a struggling team member, I’d approach it like a gardener with a wilting plant; offering water (support), sunlight (encouragement), and maybe a little pep talk, but also making it clear that they have to gotta grow. I’ll nurture them with guidance, prune bad habits, and if they’re still drooping, remind them gently but firmly: You’re part of this garden, and we’ve got to bloom together! That said, despite all the care and effort, if there’s no growth, we’ll need to have an honest conversation about whether this is the right garden for them.

When a team is struggling, it meant that they are standing without support. Understand what support do they require. Provide the required support and they’ll be back on two feet again. Listen to understand, provide to assist. Given the right support begets the right result.

It is important to be mindful that a struggling team member may be dealing with something extrinsic to their role. When job performance is impacted, they are usually aware and experiencing additional anxiety about that. Regular 1:1 meetings and psychological safety are key elements of coaching; the need to feel comfortable sharing when they need support before they become overwhelmed. When they struggle, I assure them they are a valued member of our team but also call out role-specific priorities that are at-risk. We establish what support they need from me and what steps they need to take to get back on track. We set targets and check-in regularly on progress, which usually leads to meaning improvement in performance and morale.

Something that works for me: 1. Set clear common goal 2. Motivate and direct 3. Don't micromanage 4. Encourage contributions and provide positive feedback wherever they are stuck 5. Push them to extend their boundaries 6. Create an encouring and positive working space

1. Understand Their Challenges Start with a one-on-one conversation to identify the root cause of their struggles. Listen actively and empathetically. 2. Set Clear Expectations Clearly communicate the goals, performance standards, and deadlines. Ensure there’s no ambiguity about what’s expected. 3. Develop a Support Plan Collaboratively create an action plan that outlines the steps they need to take, along with the support you’ll provide. 4. Provide Constructive Feedback Offer regular, actionable feedback. Acknowledge their efforts and improvements while addressing areas of concern in a growth-oriented manner.

Supporting a struggling team member while holding them accountable requires empathy, clear communication, and structured guidance: 1. Understand the Root Cause: Listen actively to their challenges to tailor support. 2. Set Clear Expectations: Define roles and SMART goals. 3. Provide Support and Resources: Offer training and regular check-ins. 4. Offer Constructive Feedback: Provide timely, balanced feedback. 5.Create an Action Plan: Collaborate on steps and set milestones. 6. Encourage Accountability: Promote ownership and self-reflection. 7. Motivate: Celebrate improvements and show empathy. 8. Monitor Progress: Regular reviews and feedback. 9. Foster Growth Mindset: Encourage learning and resilience.

Sit together, list the interactions it is important to win in the context of the contest. Map them and rank them in importance. Identify what the team plan is to do individually and help each other as an action. Focus on the messages between each other that make the whole optimised over the individual and cultivate a hunt as a pack aptitude.