2. NOTES: ASQ Baltimore Section 0502 Breakfast for Quality Champions Series September 18, 2003 Dr. Rick C. Brocato Associate Professor of Management Mount St. Mary’s College Performance Coaching: Assessing Needs Proactively Business NeedsPerformance Needs Training Needs Work Environment Needs

3. (Dr. Rick C. Brocato 2003)2 Overview Performance Coaching Five-Phase Development Process Assessing Needs Proactively Performance Coaching: Assessing Needs Proactively

4. (Dr. Rick C. Brocato 2003)3 The New 3 C’s: Change Collaboration Coaching The New Managerial Paradigm : When the best leader’s work is done the people say, “We did it ourselves!” Lao-Tzu (c. 604 B.C.) Team Leader & Manager As Performance Coach

5. (Dr. Rick C. Brocato 2003)4 One Definition:... a process of building a working environment and relationship that enhances the development of skills and the performance of team members. New Skills? A master of teamwork and a coach. What’s performance coaching? Reengineering the MBA, Brian O’Reilly, Fortune, 1994 Coaching for Development, Minor, 1995

6. (Dr. Rick C. Brocato 2003)5 Characteristics of Performance Coaching Performance Coaching is a role not a task. Performance Coaching moves beyond training. Performance Coaching differs from the role of “trainer” by its focus on what people must do if business goals are to be achieved rather than on what they must learn. Performance Coaching is a role not a task. Performance Coaching moves beyond training. Performance Coaching differs from the role of “trainer” by its focus on what people must do if business goals are to be achieved rather than on what they must learn. Performance Consulting: Moving Beyond Training, Robinson & Robinson,1996

7. (Dr. Rick C. Brocato 2003)6 Five-Phase Development Process 1.Create A Culture of Continuous Improvement 2.Foster Teamwork 3.Analyze Competencies and Assess Development Needs 4.Provide Developmental Opportunities and Support 5.Conduct Coaching Sessions for Success 1.Create A Culture of Continuous Improvement 2.Foster Teamwork 3.Analyze Competencies and Assess Development Needs 4.Provide Developmental Opportunities and Support 5.Conduct Coaching Sessions for Success Coaching for Development, Minor, 1995

8. (Dr. Rick C. Brocato 2003)7 Determine the criteria or standards to be used in assessing employees Examine job descriptions and define the core competencies of each job in the business culture Determine which employees possess these competencies Observe employees behavior and assess what they can and cannot do Determine the criteria or standards to be used in assessing employees Examine job descriptions and define the core competencies of each job in the business culture Determine which employees possess these competencies Observe employees behavior and assess what they can and cannot do Phase 3: Analyze Competencies and Assess Development Needs Coaching for Development, Minor, 1995

9. (Dr. Rick C. Brocato 2003)8 Phase 3: Analyze Competencies and Assess Development Needs “ BEST PRACTICES” EXERCISE: Employees’ Needs Analysis Review

10. (Dr. Rick C. Brocato 2003)9 Phase 4: Provide Developmental Opportunities and Support Create a partnership for development with employees Involve employees in goal setting Determine appropriate activities to develop competencies Create a partnership for development with employees Involve employees in goal setting Determine appropriate activities to develop competencies Coaching for Development, Minor, 1995

11. (Dr. Rick C. Brocato 2003)10 Phase 4: Provide Developmental Opportunities and Support “BEST PRACTICES” EXERCISE: Planning and Providing Developmental Opportunities

12. (Dr. Rick C. Brocato 2003)11 Development Plans Should: Be limited in focus with no more than 3 or 4 areas for development Have joint responsibility for the process of implementation Contain a variety of activities for development (not just training) Possess well-defined skill and knowledge areas to be developed Make resources available Include specific time frames for accomplishment Development Plans Should: Be limited in focus with no more than 3 or 4 areas for development Have joint responsibility for the process of implementation Contain a variety of activities for development (not just training) Possess well-defined skill and knowledge areas to be developed Make resources available Include specific time frames for accomplishment Performance Coaching: Assessing Needs Proactively Coaching for Development, Minor, 1995