Coaching For Effective Performance Ihm 2010

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  • 1. The Manager as Coach Coaching for Effective Performance John Armstrong
  • 2. TRACK RECORD
    • Established 1995
    • Public & private sectors
    • Scotland and Ireland
    • Practical, personal and professional
    • Enthusiasm and enjoyment!
  • 3.  
  • 4.  
  • 5. MY BRIEF TODAY
    • What is coaching?
    • Insight into approaches and techniques
    • What are the benefits?
    • Have a go!
    • Facilitate honest and helpful discussion
    • Have a bit of craic!
  • 6. WHAT WE’RE GOING TO DO
    • Welcome and introductions
    • Setting the scene
    • Brief encounters
    • GROW and Skill Will
    • Feed Forward
    • Fishers Services Limited
    • Questions and Answers
  • 7. DEFINITION “ Coaching aims to enhance the performance and learning ability of others. It involves providing feedback, motivation, effective questioning and matching your style to the coachee.” Max Landsberg 1997
  • 8. DEFINITION “ It is based on helping the coachee through dynamic interaction. It does not rely on a one way flow of telling and instructing.”
  • 9. DEFINITION “ Developing a person’s skills and knowledge so that their job performance improves, hopefully leading to the achievement of organisational objectives.”
  • 10. DEFINITION “ Creating effective relationships at work, by stimulating learning and inspiring performance development in the people you manage.” John Armstrong, 2008
  • 11. TAKING THE TEMPERATURE IN COACHING 2009
    • 90% of UK employers are using coaching
    • 85% of coaching is delivered by line managers coaching direct reports
  • 12.
    • THE FOUR PILLARS OF TRUST
    • P resence
    • D isclosure
    • E nquiry
    • C ommitment
    • Peter Hill 2004
  • 13. CHALLENGE! “ Is coaching something else a manager can do, or is it something that should underpin everything a manager does?”
  • 14. THE SKILL WILL MATRIX Goal Guide Delegate Direct Excite High Will Low Will The Tao of Coaching - Max Landsberg - 1997 High Skill Low Skill
  • 15.
        • TRY FEED FORWARD!
        • Pick one behaviour
        • Describe it to colleague
        • Ask for Feed forward!
        • Listen
        • Thank and reciprocate
        • Move on to new partner
        • Marshall Goldsmith 2002
  • 16.  
  • 17. Thank you