Coaching And Counseling

2,927 views
2,713 views

Published on

0 Comments
3 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
2,927
On SlideShare
0
From Embeds
0
Number of Embeds
8
Actions
Shares
0
Downloads
274
Comments
0
Likes
3
Embeds 0
No embeds

No notes for slide

Coaching And Counseling

  1. 1. Coaching and Counseling By: Atty. Christine P. Carpio
  2. 2. References:  Atty. Josephus B. Jimenez, The Seven Secrets for SUCCESS in EMPLOYEE DISCIPLINE and DISMISSAL.  Noe, Hollenbeck, Gerhart, Wright, Human Resource Management, 2005 International Edition.  Arthur R. Pell, PhD., Complete Idiot’s Guide to Team Building, 1999.
  3. 3. Introduction
  4. 4. Introduction  If misbehavior is due to wrong attitude, values or habits, a counseling session facilitated by a skilled manager may help provide both the manager and the employee concerned with a common desire to improve the situation
  5. 5. Introduction  If misbehavior is due to lack of skills, knowledge, insufficient prudence or foresight, mentoring or coaching sessions can help, provided that the manager knows what and wants to teach and the employee agrees to learn
  6. 6. Introduction:  If the employees are insufficient in KNOWLEDGE and SKILLS but high in ATTITUDES and HABITS, the proper management intervention is MENTORING/COACHING. Managers must be good coach or mentor. They can only be such if they have gained a certain level of expertise and proficiency that can inspire respect among personnel.
  7. 7. Introduction:  If the employees are insufficient in proper ATTITUDES and HABITS, even HIGH in KNOWLEDGE and SKILLS, the appropriate management action is COUNSELING. Managers must be good counselors. The best form of counseling is by example.
  8. 8. Introduction:  In other words, counseling and coaching/mentoring are viewed as developmental programs and are considered positive approaches in aligning employee behavior with employer’s expectations, goals and organizational vision, an element of a continuing process of employee discipline.
  9. 9. Elements of employee discipline: 1 RULE/NORM (Desired / Expected Behavior) 2 VIOLATION / DEVIATION (Actual Behavior) 3 DAMAGE / IMPACT (Result) 4 PENALTY / SANCTION (Revolution)
  10. 10. The Philosophy of Coaching/Mentoring and Counseling  To empower the organization  To express management’s concern  To uplift the spirit  To empower individual  To inspire the spirit  To build a team  To spread competence
  11. 11. Desired combined results of mentoring and counseling  A caring organization  Employees with high morale  An empowered workforce  Inspired and passionate individuals  An entire workforce working as a team  A widespread competence  An empowered organization
  12. 12. Counseling
  13. 13. Definition: Counseling  Employee Counseling is defined as a discussion between the employer and the employee about the real or perceived performance deficiency or job- related behavior; the employee's perception of the identified behavior and the employer’s involvement in helping the employee correct these behaviors; and the employee's attempt to reduce or eliminate the misconduct or incompetence.
  14. 14. Advantages of counseling:  It is a better form of caring.  Listening to frustrations of employees makes managers express empathy and sympathy  Giving sound advice and counsel, emits positive vibrations and give out sparks of wisdom
  15. 15. Advantages of counseling:  It empowers the soul and inspires the heart  What is motivated and inspired is not only the physical aspect but also the hear and the spirit of a person
  16. 16. Advantages of counseling:  It resuscitates a sagging self-esteem  A self-esteem that suffered a series of traumatic pressures needs some form or revival and revitalization.
  17. 17. Advantages of counseling:  It heals the wounds of past disillusionments  Counseling provides healing process to remedy all these pains
  18. 18. Advantages of counseling:  It minimizes, if not removes the bitterness of rejection  Whenever management rejects an employee, he suffers. Counseling alleviates these sufferings.
  19. 19. Advantages of counseling:  It is a powerful means of team-building  Counselor and counselee spend time together and share information.  Powerful means to build strong relationship
  20. 20. Advantages of counseling:  A powerful mechanism to empower the organization  Once pains of employees are healed and cured, people can unleash positive energies and constitute a power that can create strong values to the entire organization.
  21. 21. Steps in counseling:  Listen, observe and analyze.  Empathize  Identify the problems / issues  Generate the alternatives  Assess each alternative  Let the person choose his alternative  Assist the person in implementing it
  22. 22. Tips in counseling:  Prepare in advance for counseling sessions.
  23. 23. Tips in counseling:  Conduct the counseling session in privacy.  Do not allow outside interruptions.
  24. 24. Tips in counseling: o Focus your attention on the employee's behaviors and performance indicators that led to this counseling session. o Discuss only these behaviors and indicators and not the employee's character, morality, or personality.
  25. 25. Tips in counseling:  Be direct and honest.  After welcoming the employee, go directly to the reason for your meeting.
  26. 26. Tips in counseling:  Remain objective without showing emotion.  Even though some employees may be hostile, remain calm, speaking in a measured voice
  27. 27. Tips in counseling:  Keep an open mind.  Look for a solution or set of solutions.
  28. 28. Tips in counseling:  Allow the employee an opportunity to talk.  You must be a good listener.
  29. 29. Tips in counseling:  Never characterize the counseling session as "discipline."
  30. 30. Tips in counseling:  Do not speak in a punitive or derogatory manner to the employee.
  31. 31. Tips in counseling:  Be sure to thank the employee for meeting with you and make it clear you are available for further discussion or help.
  32. 32. Coaching and Mentoring
  33. 33. Coaching vs. Mentoring  Coaching is a process where a peer or manager works with an employee to motivate her, help develop her skills and provide reinforcement and feedback  Mentoring is a process where and experienced productive senior employee who helps develop a less-experienced employee.
  34. 34. Advantages of Coaching / Mentoring:  It is a form of caring.  Whenever managers and supervisors mentor /coach, they give something of themselves to the employee.  They express a concrete form of concern, caring, loving
  35. 35. Advantages of Coaching / Mentoring:  It is an effective approach at empowerment  It gives them preparation and the confidence to just do it and achieve what are expected of them.  Before employees are expected to deliver results, they should be equipped with the needed skills to do their jobs.
  36. 36. Advantages of Coaching / Mentoring:  It is a means of strengthening the mental faculties.  This shall train the mind to think as much as the muscle to perform the task.  People who are coached or mentored are expected to think better and do more.
  37. 37. Advantages of Coaching / Mentoring:  It is a way of enhancing physical ability  It is a way of building up physical capabilities, strengthen their stamina, sharpen their skills and improve knowledge level.
  38. 38. Advantages of Coaching / Mentoring:  It is a team-building mechanism  The relationship share hours of working together, and solve problems jointly. They consult, discuss and collaborate.
  39. 39. Advantages of Coaching / Mentoring:  It is a way of democratizing power.  To create a really powerful organization, every single member of the organization should have more knowledge and more competence.
  40. 40. Advantages of Coaching / Mentoring:  It is a way of strengthening the whole organization  When even the lowliest clerk has competence, the whole organization stands to benefit.  Whenever one resigns or retires, another equally competent guy is ready to take over.  The organization will not crumble when one leaves because everyone is ready to fill the gap.
  41. 41. Steps in Mentoring/Coaching  Let the employee observe how you work  Break up the work into steps  Explain the rationale for each step  Allow the employee to do it step by step  Allow the employee to identify successes and improvement ideas  Allow the employee to formulate improvement steps  Assist the employee in perfecting his work.
  42. 42. Tips in Mentoring / Coaching  Know your work.  Review the basics.  Be prepared to answer questions about every aspect of the job
  43. 43. Tips in Mentoring / Coaching  Know your company  Help the trainee overcome the hurdles of unfamiliar company policies and practices
  44. 44. Tips in Mentoring / Coaching  Get to know your protégé.  Learn as much as you can about the person you are mentoring
  45. 45. Tips in Mentoring / Coaching  Learn to teach.  If you have minimal experience in teaching, pick up pointers on teaching methods from the best trainers you know.
  46. 46. Tips in Mentoring / Coaching  Learn to learn.  Never stop learning – not only the latest techniques in your own field, but developments in your industry, in the businesses, and in the overall field of management.
  47. 47. Tips in Mentoring / Coaching  Be patient.  Patience is key to success
  48. 48. Tips in Mentoring / Coaching  Be tactful. Be kind. Be courteous. Be gentle.  But be firm, and let the trainee know you expect the best
  49. 49. Tips in Mentoring / Coaching  Do not be afraid to take risks.  Give your protégé assignments that will challenge his or her capabilities.  Failures may occur, but we learn from our failures
  50. 50. Tips in Mentoring / Coaching  Celebrate successes.  Let the trainees know you are proud of their accomplishments and progress made.
  51. 51. Tips in Mentoring / Coaching  Encourage your protégé to become a mentor or counselor. 

×