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Coaching & Counseling Maximizing Opportunities 2 Course Outline What Is Coaching Knowing When To Coach Steps In The Coaching Process Providing Constructive.

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Presentation on theme: "Coaching & Counseling Maximizing Opportunities 2 Course Outline What Is Coaching Knowing When To Coach Steps In The Coaching Process Providing Constructive."— Presentation transcript:

1

2 Coaching & Counseling Maximizing Opportunities

3 2 Course Outline What Is Coaching Knowing When To Coach Steps In The Coaching Process Providing Constructive Feedback Coaching Vs. Counseling Wrap Up / Application Planning

4 3 Course Objectives Demonstrate the skills needed to coach and counsel your employees Develop methods to prepare for the coaching session Determine what it takes to be an effective coach Understand the difference between coaching and counseling employees

5 4 Why Do I Need To Coach? People Usually Do Not Get Better On Their Own They Must Have Someone Or Something To Help Them Measure Improvement.

6 5 What Is Coaching? In Your Table Groups, Brainstorm What Coaching Means To You. Be Prepared To Report Out To The Class.

7 6 What Is Coaching? Coaching transfers the knowledge and skills to improve employee performance Coaching is all about encouraging, correcting & challenging your team Coaching is noticing how your team is performing and telling them

8 7 My Best Coach Think About That Person Who Was A Great Coach To You What Impact Did They Have On You? What Did They Do That Helped You?

9 8 If We Asked Your Employees The Same Question… Would They Feel The Same About You? The Best Coach

10 9 Successful Coaching Requires A Foundation Of Trust Mutual Respect Positive Focus Accountability Relationships

11 10 Coaching Continuum Coaching Poor Performance Coaching Good Performance Below Expectations Exceeding Expectations Acceptable Performance X Corrective Developmental

12 11 Coaching & Counseling As You Watch The Video, Take Note Of The Different Ways And Different Times When You Need To Coach Take Note Of The Seven Steps Included In The Coaching Process

13 12 Steps In Coaching 1.Determine Existing Skills 2.Establish Goals & Objectives 3.Inspire Confidence 4.Explain The Process & Demonstrate 5.Observe The Employee At Work 6.Evaluate Learning & Provide Feedback 7.Follow Up & Make Adjustments

14 13 Steps In Coaching 1.Determine Existing Skills This Allows You To Gauge The Employees Skill Set It Will Help You Determine Your Focus On Areas Of Development 1. Determine Existing Skills 2. Establish Goals & Objectives 3. Inspire Confidence 4. Explain The Process & Demonstrate 5. Observe The Employee At Work 6. Evaluate Learning & Provide Feedback 7. Follow Up & Make Adjustments

15 14 Determining Existing Skills Complete The Template For Identifying Developmental Needs Page #8 Current Skill / Knowledge Developing Skill / Knowledge Coaching Opportunities Formal Training Needs What do they know or are able to do today? What do they need, want or desire to be able to do? What coaching or mentoring will they need from you? What specific training needs will you need to provide?

16 15 Steps In Coaching 2.Establish Goals & Objectives Objectives Or Goals Must Be SMART Goals Must Be Actionable Goals Must Be Mutually Agreed Upon 1. Determine Existing Skills 2. Establish Goals & Objectives 3. Inspire Confidence 4. Explain The Process & Demonstrate 5. Observe The Employee At Work 6. Evaluate Learning & Provide Feedback 7. Follow Up & Make Adjustments

17 16 SMART Goals S pecific: Be sure to focus on specific issues, behaviors or actions. Seek Clarity! M easurable: Put a measurement system in place. If you cant measure something, you cant manage it A chievable: Be sure to set a goal that you know is attainable and achievable R elevant: The goal must be relevant to their job or to the organizations success T imebound: There must be a timeline associated with goals in order to follow up and coach

18 17 Goals & Objectives Using The Opportunity We Stated For One Of Your Employees Complete The Template On Page #10 This Should Help You Plan & Organize Your Individual Coaching Session.

19 18 Time For A Break

20 19 Steps In Coaching 3.Inspire Confidence Convey Your Positive Intent Let The Employee Know Your Confidence In Them Listen To Their Concerns 1. Determine Existing Skills 2. Establish Goals & Objectives 3. Inspire Confidence 4. Explain The Process & Demonstrate 5. Observe The Employee At Work 6. Evaluate Learning & Provide Feedback 7. Follow Up & Make Adjustments

21 20 Coaching Through Listening Actively engage in the conversation Maintain eye contact Watch your body language Communicate your comprehension Nods, Uh-huhs, Questions, Paraphrasing Listen…Dont just hear!

22 21 Listening Skills Practice Take Turns Communicating The Scenario On Page#11 How will you communicate to convey positive intent What suggestions on paraphrasing to provide constructive feedback

23 22 Steps In Coaching 4.Explain The Process & Demonstrate Take Your Time To Clearly Explain Give Employees The Big Picture Explain The Why And The How Answer Questions Directly & Honestly 1. Determine Existing Skills 2. Establish Goals & Objectives 3. Inspire Confidence 4. Explain The Process & Demonstrate 5. Observe The Employee At Work 6. Evaluate Learning & Provide Feedback 7. Follow Up & Make Adjustments

24 23 Training Method Tell, Show, Do, Review

25 24 Training Method Tell Define The Task Explain Each Step Explain The Purpose

26 25 Training Method Show Demonstrate Each Step Emphasis Key Points Discuss Difficult Steps Involve The Person

27 26 Training Method Do Have The Person Do Each Step The Person Explains Each Step Coach And Redirect As Needed

28 27 Training Method Review Review The Steps Use Self Appraisal Emphasize Key Points Coach And Redirect As Needed

29 28 Instructional Activity

30 29 Steps In Coaching 5.Observe The Employee At Work Observation Is The Key To Coaching It Allows You To Gauge Understanding It Provides A Hands On Approach Your Role Is To Remove Obstacles 1. Determine Existing Skills 2. Establish Goals & Objectives 3. Inspire Confidence 4. Explain The Process & Demonstrate 5. Observe The Employee At Work 6. Evaluate Learning & Provide Feedback 7. Follow Up & Make Adjustments

31 30 Observing Performance Suggested Techniques Convey Your Positive Intent Tag-Along For Part Of The Day Conduct Skip-Level Meetings Conduct Spot-Checks Provide Immediate Feedback

32 31 Steps In Coaching 6.Evaluate Learning Provide Feedback Feed Employees The Positive Accentuate What They Did Right Gently Provide Areas Of Improvement Provide Specific Examples 1. Determine Existing Skills 2. Establish Goals & Objectives 3. Inspire Confidence 4. Explain The Process & Demonstrate 5. Observe The Employee At Work 6. Evaluate Learning & Provide Feedback 7. Follow Up & Make Adjustments

33 32 Performance Feedback What Is The Most Frequent Type Of Feedback Received By An Employee? Positive Negative No Feedback

34 33 Performance Feedback Packaging Feedback Using Questioning How Did It Go? This helps the employee use self-evaluation What Went Well? This begins the positive conversation What Would You Do Differently? Allows the employee to offer suggestions If I Could Change Something… Now the employee is open to counseling

35 34 Performance Feedback Package Positive & Negative Feedback Give Specific Examples This helps clarify the issue Describe The Behavior, Not The Person Gives a more accurate description Dont Exaggerate Avoid never, always, be specific Dont Speak For Others Can feel as though you are ganging up

36 35 Performance Feedback Refer To Page #19 Re-Write The Feedback Statements Using The Guidelines Providing Performance Feedback Refer To Page #19 Re-Write The Feedback Statements Using The Guidelines Providing Performance Feedback

37 36 Steps In Coaching 7.Follow Up & Make Adjustments Schedule A Time For Follow Up Provide Realistic Feedback Make Adjustments If Needed Be Specific With Developmental Needs 1. Determine Existing Skills 2. Establish Goals & Objectives 3. Inspire Confidence 4. Explain The Process & Demonstrate 5. Observe The Employee At Work 6. Evaluate Learning & Provide Feedback 7. Follow Up & Make Adjustments

38 37 Coaching Vs. Counseling Coaching Is About Performance Setting Clear Expectations Directing The Development Of Employees Mentoring And Reinforcing Performance Counseling Is About Expectations Determining Obstacles Impeding Performance Minimize The Barriers To Acceptable Standards Providing Clear Expectations Or Training

39 38 Setting The Stage Time: Right time, right atmosphere Location: Private, quiet, free from interruptions Invitation: Advance notice with ample time to plan Purpose: Agenda, Objectives, keeps you on track

40 39 Coaching Poor Performance Select A Coach And An Employee From Your Group To Role-Play The Scenarios On Page #23, #24, #25 Debrief The Role-Play And Then Reverse Roles

41 40 Steps In Coaching 1.Determine Existing Skills 2.Establish Goals & Objectives 3.Inspire Confidence 4.Explain The Process & Demonstrate 5.Observe The Employee At Work 6.Evaluate Learning & Provide Feedback 7.Follow Up & Make Adjustments

42 41 Application Planning Now That You Have All This Information… How Will You Be A Great Coach? Complete The Application Planning Section On Page #26

43 42

44 43 What Questions Do You Have ?


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