No, this is not about Mexican or Argentine peso. It is not about currencies.
But the Spanish interpretation of the word ‘peso’ has some bearing on the concept I want to discuss. The word means weight, and this topic carries weight.
Look around you to see how people handle things. Check the way employees work in offices. Study how our younger ones seem not to do what we expect them to do properly. What do you observe?
How many times have you muttered, ‘Why on earth does this guy continue to make mistakes?’Or haven’t you ever wondered why you keep repeating the same job process to someone and he keeps failing to get it?
Blame your subordinates no more. You may be the problem.
How? Why? You ask.
Follow me as we examine the concept of PESOS.
Well, PESOS is actually an acronym for Prepare, Explain, Show, Observe, and Supervise. Now you get it. You now have an idea of what this is all about. It has to do with proper coaching, or coaching properly.
Everyone in a leadership position must embrace the concept of PESOS, otherwise the followers may lack an in-depth understanding of what they are taught. They will continue to do the wrong things to the consternation of their leader.
If you want to teach people any new thing, you must first prepare them for it. Let’s say you intend to teach someone how to cook a certain food, you must first prepare her for it. You must obtain her buying-in and her assurance to follow your instructions.
But what do we do in reality? We blindly launch into the coaching process without bothering to tell our trainees the reasons for the new task or job. We seem not to consider their buying-in to be important. That alone is lack of respect for them and it usually leads to failure. They won’t ‘read’ you, man!
When you have fully prepared your subordinate/trainee for the new task, you must then explain it to her properly. Many superiors don’t bother to do this. Rather, they hand their trainees some beautifully prepared manuals or brochures and expect them to figure things out on their own.
It won’t work!
Let’s go back to that example of cooking a new type of food. When you have prepared the person for the new experience and explained all the food ingredients to her, you must then demonstrate it practically for her to see. As you do this, she’s watching you. She observes as you mix the ingredients and ask you questions. The process registers in her brain. By the time she starts to do the cooking on her own, the picture of your hands’ movements automatically comes up in her mind so her mistakes, if any, will be minimal.
Wonderful! You have prepared her properly, you have explained things to her accordingly, and you have demonstrated the process to her appropriately. Now it’s her turn to do it.
Ask the trainee to repeat what you have taught her and then observe her as she does so. At this stage, you’re measuring her performance and taking note of what she’s yet to master. You continue to observe and correct as she performs the task.
After she has crossed the four stages above, she has to be left alone to do the job. But that does not mean you will no longer assist. Yes, she will get some steps correctly, but she will also make mistakes. The supervision process allows you to help her solve any problem she may encounter as she practices.
One may think that the Observation stage and the Supervision stage are the same. No, they are not. At the time you were observing the trainee, she was yet to “graduate,” so your intention was to make her learn. Now that she is at the supervision stage, she has become an ‘Intern’ who is undergoing a supervised training.
Got the gist?
Your trainee will continue to practice until you’re satisfied that she doesn’t need your tutelage again. At that point, she has been properly groomed and can now stand on her own.
That then leads us to what we can call the Transfer stage. That’s the point at which you completely transfer the job/task to the subordinate to continue to handle on her own.
Take a quick look at the above PESOS concept again. What do you normally do as a boss, parent, or teacher? Do you simply jump from the Prepare stage to the Supervise stage? Or you don’t even bother to supervise at all?
How about your bosses? What do they do to you? What kind of coaching do you receive from them? Is it PESOS compliant?
Follow the PESOS concept to become a better leader.