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A Coaches Clinic Coaching For Results. Agenda Coaching vs. Counseling Coaching – What Is It? Before You Can Coach Coaching By Training Precaution for.

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Presentation on theme: "A Coaches Clinic Coaching For Results. Agenda Coaching vs. Counseling Coaching – What Is It? Before You Can Coach Coaching By Training Precaution for."— Presentation transcript:

1 A Coaches Clinic Coaching For Results

2 Agenda Coaching vs. Counseling Coaching – What Is It? Before You Can Coach Coaching By Training Precaution for Coaches Coaching – How To Coaching – Why To The Coaching Process 7 Steps to a Stronger Team

3 Coaching or Counseling Using broad definitions –Coaching targets an employees professional life –Counseling targets an employees personal life

4 Coaching – What Is It? In addition to the standard 6 functions of management (Planning, Organizing, Controlling, Motivating, Developing, and Communicating) coaching includes: –Helping people grow and adjust to changes in the workplace environment –Providing guidance and support while realizing the employee must also help him/herself. Coaching provides the framework for employee self- development

5 Coaching – What Is It? Coaching may come in the form of –Listening and reflecting –Providing reassurance and empathy.

6 Coaching – What Is It? More importantly, coaching means: –Giving people challenges, –Delegating responsibilities, –Giving employees opportunities to get involved, –Giving employees opportunities to grow and develop by learning from their own successes and their own mistakes.

7 Before You Can Coach Does everyone on your team understand exactly –The teams goals? –The teams purpose / reason for existing? –The teams role in the organization? –Their role on the team? –How they can contribute to the team? –How to target areas for improvement?

8 Coaching by Training A Coach tailors the training program to skill areas that will have an impact. –Have you identified those skill areas yet? –Can this be a team activity? The coach helps employees make behavioral changes needed for growth. –What is holding them back? Coaches need to be clear on the competencies that have impact on the bottom line. –Measure them. –Provide support for growth and change. –Then measure again.

9 A Precaution for Coaches Dont bring the answers. Bring a system, a process for helping the employee discover the answers for themselves.

10 Coaching How-To Design a checklist of all the elements you cover in basic training under the headings – knowledge, attitude and skills. With each employee, develop –Short-term and long-term goals – targets for self-development of– knowledge, attitude and skills. –An action plan for improvement – knowledge, attitude and skills –An evaluation plan - a set of mile-posts to keep the action plan on track. Meet periodically to make sure the employee stays on track –Long-term commitment on your part – dont start something you dont intend to finish

11 Coaching Why To Coaching is Performance Management –Every organization has its own approach to performance management and coaching. All models view coaching as interactive. Coaching helps individuals grow as professionals and contribute fully to the success of an organization. Done well, it can turn performance management into a collaborative process that benefits everyone. Coaching is an investment that you make in developing your key resource, people, for the long-term benefit of the organization.

12 What Employees Need 1.A basic understanding of his/her job and its contribution to the team. 2.A continuing understanding of what is expected from him or her. 3.The opportunity to participate in planning change and to perform in keeping with ability. 4.To receive assistance when needed. 5.To know how well he/she is doing. 6.To be recognized and rewarded based on his/her performance. 7.To work in a climate that encourages self-development.

13 1.A manager enables this by: A.Developing with the employee what the job is, particularly basic functions and relationships. B.Involving the employee in goal setting. C.Jointly establishing standards for accuracy, punctuality, efficiency, etc. The Coaching Process Coaching methods to help an employee grow and adjust to change: 1.A basic understanding of his/her job and its contribution to the team. What employees need to develop themselves:

14 The Coaching Process Coaching methods to help an employee grow and adjust to change: 2.A continuing understanding of what is expected from him or her. 2.A Manager facilitates this by: A.Keeping the employee aware of changes in objectives and organizational needs. B.Helping the employee understand the impact of change on job requirements, priorities, and the future. C.Developing with the employee how any unusual assignments will be completed in terms of importance, scope, timing, approach, facilities and other factors. What employees need to develop themselves:

15 The Coaching Process 3.The opportunity to participate in planning change and to perform in keeping with ability. 3.A Manager makes this possible by: A.Seeking and utilizing employee ideas. B.Delegating appropriate tasks. C.Avoiding excessive supervision and decision making for the employee. D.Exercising less control as abilities and confidence improve. E.Accepting occasional mistakes as a part of the price of experience Coaching methods to help an employee grow and adjust to change: What employees need to develop themselves:

16 The Coaching Process 4.To receive assistance when needed. 4.A manager is coaching when he/she: A.Encourages questions and reviews job related problems when help is needed. B.Provides assistance when critical problems arise. C.Makes decisions beyond employees authority when necessary. Coaching methods to help an employee grow and adjust to change: What employees need to develop themselves:

17 The Coaching Process 5.To know how well he/she is doing. 5.A Manager communicates how well the employee is doing by: A.Frequently reviewing results in relation to agreed upon objectives, standards and changing needs. Gives the employee appropriate feedback. B.Discussing performance in terms of future development every six months. Coaching methods to help an employee grow and adjust to change: What employees need to develop themselves:

18 The Coaching Process 6.To be recognized and rewarded based on his/her performance. 6.A manager supports employee performance and growth by: A.Expressing appreciation and providing other recognition at the most appropriate time. B.Commending sustained satisfactory work. C.Recommending or not recommending promotion or reassignment. Coaching methods to help an employee grow and adjust to change: What employees need to develop themselves:

19 The Coaching Process 7.To work in a climate which encourages self- development. 7.A Manager creates this environment by: A.Establishing a relationship with each employee based on mutual confidence. B.Encouraging and using suggestions and ideas. C.Keeping each employee currently informed of things which affect him/her and the work group. D.Backing up employees with higher management. E.Sharing personal work-philosophies. Coaching methods to help an employee grow and adjust to change: What employees need to develop themselves:

20 7 Steps To A Stronger Team 1.Link Paycheck to Purpose. –Contrary to popular belief, money is not the strongest motivator of people. –The deepest source of motivation comes from having a heartfelt commitment to achieving a meaningful objective. –People will go far beyond the call of duty in performing work they view as important.

21 7 Steps To A Stronger Team 2.Practice Unorthodox Leadership. Be a leader who takes the road less traveled when it comes to how you motivate your team. … –Begin every meeting "celebrating the heroes", acknowledging top performers and asking them to share their success strategies for the benefit of the team as a whole. –Have bar-b-qs, and pot-lucks – bring in pizza –Give movie tickets, dinner for two coupons, etc. –Buy T-shirts or hats with the team logo –These business rituals not only inspires the "heroes" to work even harder, but also sends a powerful message to all that excellence will be recognized.

22 7 Steps To A Stronger Team 3.Create Symbols of Victory. To rally your team behind your vision, come up with a series of visible tokens of what success will mean. –Give a Top Performer pin or patch –Designate one office wall as the "victory wall", placing motivational quotes, testimonial letters and strategic goals on it. Simple acts can energize the entire team. Remember, passion is contagious.

23 7 Steps To A Stronger Team 4.Apply the Platinum Rule. "Crack the codes" of your employees. –Find out what makes them tick and what it will take to inspire them to extraordinary achievement. –Make the people who work for you feel important and treat them as they would wish to be treated. –Listen to their suggestions. –Deeply understand their needs. –Let them make decisions. –Help them move towards their dreams.

24 7 Steps To A Stronger Team 5.Reward Regularly, Recognize Routinely. –Sincere praise for a job well done is the best way to develop a consistently peak performing team. In one study of over 1500 employees, personalized, instant recognition was found to be the top way to energize employees. Yet only 42% received such praise. Rewards can also help your team to grow and include books, tapes and magazine subscriptions. Reward those activities you want repeated and praise your people. –Behavior rewarded, is behavior repeated.

25 7 Steps To A Stronger Team 6.Keep Your Promises and Be the Model. –True leadership is less about position and more about action. –Dynamic leaders consistently do what they said they would do. They walk their talk, are ethical and lead by example. –Holding yourself to the same high standards you set for your team builds both unity and loyalty. – A team's motivation is determined by the leader's commitment.

26 7 Steps To A Stronger Team 7.Strive For Continuous Renewal. –Confucius said, "Good people strengthen themselves ceaselessly." –Similarly, top teams are constantly learning, growing and renewing. Provide learning opportunities for your team members, so that they continue to grow professionally as well as personally. People are happiest when they are moving forward and expanding their talents, skills and abilities.

27 7 Steps To A Stronger Team Don't forget to carve out time for personal reflection and self- renewal. –All too often leaders destroy their own creativity, energy and enthusiasm by stretching themselves too thin and neglecting themselves for the sake of the bottom line. –Saying that you are too busy to exercise or take a well-deserved vacation is like saying you are too busy driving to stop for gas - eventually it will catch up with you. –Remember, to lead an effective team you must effectively lead yourself.

28 Coaching For Results Are there any Questions?

29 Quiz 1.(T / F) Coaching provides the framework for employee self- development. 2.(T / F) An effective incentive program centers around performance bonuses. 3.Make the people who work for you feel important and treat them as they would wish to be treated is the _____________ rule. 4.To lead an effective team you must effectively lead _____________. 5.A team's motivation is determined by the leader's _____________.

30 Quiz 6.Basic training falls under the headings of ___________, ___________, and ____________. 7.Coaching carries these three headings farther by setting ________, establishing an ________ plan, and creating an ___________ plan for each employee. 8.Coaching is _____________ Management. 9.(T / F) Coaches provide learning opportunities for their team members, so that they continue to grow professionally as well as personally. 10.(T / F) Dynamic leaders consistently do what they said they would do.

31 Answers 1.(T) Coaching provides the framework for employee self- development. 2.(F) An effective incentive program centers around performance bonuses. 3.Make the people who work for you feel important and treat them as they would wish to be treated is the Platinum rule. 4.To lead an effective team you must effectively lead Yourself. 5.A team's motivation is determined by the leader's commitment.

32 Answers 6.Basic training falls under the headings of knowledge, skills, and attitude. 7.Coaching carries these three headings farther by setting goals, establishing an action plan, and creating an evaluation plan for each employee. 8.Coaching is Performance Management. 9.(T) Coaches provide learning opportunities for their team members, so that they continue to grow professionally as well as personally. 10.(T) Dynamic leaders consistently do what they said they would do.

33 A Coachs Clinic Thank you for your participation

34 Bibliography Maddux, Robert B., Team Building; An Exercise In Leadership, Crisp Publications, Inc.; CA 1986 Maslow, Abraham H., Maslow On Management, John Wiley & Sons, Inc.; NY 1998 Pell, Arthur R., The Complete Idiots Guide To Managing People, Simon & Schuster Macmillan Co.; NY 1999 Sharma, Robin S., Seven Steps To A Stronger Team, Messmer, Max, Motivating Employees for Dummies, Hungry Minds, Inc.; NY 2001


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