Coaching is about day-to-day conversations which… – help people to achieve their best – bring in new perspectives and challenge – are built on openness, trust and courage – drive business results Role of Coaching | 1 Agree.Achieve.Recap Sysco Talent Management

Coaching Is  Building awareness and accountability for achieving goals and demonstrating Leadership Framework behaviors  Expanding people’s capacity to create the desired future  Giving people your undivided attention  Asking questions and listening  Non-directive and does not impose solutions or opinions | 2 Agree.Achieve.Recap Sysco Talent Management

Coaching Is Not  Telling, instructing or teaching  Directive counselling  Psychological game-playing  Imposing an external agenda  Line managing, assessing talent or tutoring | 3 Agree.Achieve.Recap Sysco Talent Management

A good coach believes that the … – associate has the answers and resources her/himself – coach’s job is to facilitate self-discovery – coach only provides input when associate lacks insight or experience to contribute ideas – associate should do most of the talking – coach is not always a technical expert or a guru – coach must use good managerial judgment when dealing with tough situations Characteristics of a Good Coach “You cannot teach a man anything; you can only help him discover it in himself.” Galileo Galilei | 4

 Effective questioning and listening  Drawing out the associate  Framing questions to encourage different thinking  Not hinting what the coach would like to hear  Helping them to move forward with their own ideas Coaching – Skills Needed | 5 Agree.Achieve.Recap Sysco Talent Management

GoalRealityOptions Wrap- up GROW Model GROW is: A framework for approaching coaching Applicable to conversations about goals Useful for formal and informal conversations Flexible for quick conversations and status meetings | 6 Agree.Achieve.Recap Sysco Talent Management

Using the GROW Model G – GOAL: What do you want? R – REALITY: What is happening now? O – OPTIONS: What could you do? W – WRAP UP: What will you do? HANDOUT Goal Reality Options Wrap up HANDOUT Goal Reality Options Wrap up | 7 Agree.Achieve.Recap Sysco Talent Management

SMART Goals S pecific M easurable A ttainable R elevant T ime Bound | 8

GROW Resource: Possible “Reality” Questions What do you think is going on? How often does this happen? When does it happen? What other problems are there? | 9 Agree.Achieve.Recap Sysco Talent Management

Offer feedback that is: – Constructive – Specific – Supported by examples Feedback – Should be objective – Must relate to the associates issues – Should avoid negative language GROW Skill: Offering Specific Feedback | 10 Agree.Achieve.Recap Sysco Talent Management GoalRealityOptions Wrap- up

How: Help associate list options Consider pros and cons Avoid leading the associate – don’t tell what to choose Encourage all options Ensure they make choices Don’t support an unworkable solution GROW Stage: Options Purpose: Evaluate alternative solutions or actions | 11 Agree.Achieve.Recap Sysco Talent Management GoalRealityOptions Wrap- up

What haven't you tried? What if barriers were removed? What ideas can you bring in from past successes? Will this address your goal? Is this option likely to succeed? Which would give the best result? Which option do you feel strongly about? GROW Resource: Possible “Options” Questions | 12 Agree.Achieve.Recap Sysco Talent Management GoalRealityOptions Wrap- up

How: Get a commitment to action Identify any obstacles Create a plan with deadlines Agree on support GROW Stage: Wrap-up GoalReality Options Wrap- up Purpose: Get commitment and clarity on the way forward | 13 Agree.Achieve.Recap Sysco Talent Management