Coaching Your Staff to Success
“ Education is not the filling of a pail,  but the lighting of a fire.” ~  William Butler Yeats
5 Coaching Strategies: <ul><li>Forge a Partnership </li></ul><ul><li>Inspire Commitment </li></ul><ul><li>Grow Skills </li...
1.  Forge a Partnership <ul><li>Build Trust and Understanding  </li></ul><ul><li>so people want to work with you. </li></ul>
Forging a Partnership <ul><li>Most Important when: </li></ul><ul><li>The person does not know much about you </li></ul><ul...
2.  Inspire Commitment <ul><li>Build insight and motivation  so people focus their energy  on goals that matter. </li></ul>
Inspiring Commitment <ul><li>Most important when: </li></ul><ul><li>People seem content with current level of skill and ex...
3.  Grow Skills <ul><li>Build new competencies  to ensure people know how  to do what is required. </li></ul>
Growing Skills <ul><li>Most important when people: </li></ul><ul><li>Have never had the chance to acquire a needed skill <...
4.  Promote Persistence <ul><li>Build stamina and discipline  to make sure learning  lasts on the job. </li></ul>
Promoting Persistence: <ul><li>Most important when people: </li></ul><ul><li>Stay stuck in old habits </li></ul><ul><li>Ma...
5.  Shape the Environment <ul><li>Build organizational support  to reward learning  and remove barriers. </li></ul>
Shaping the Environment: <ul><li>Most important when people: </li></ul><ul><li>Complain that management does not support t...
“ Leadership is not so much the exercise of power itself as the empowerment of others.   Successful leaders lead by pullin...
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Coachingyourstafftosuccess

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  • Credit to book – “The Leader as Coach” (Author ?)
  • Move from just “telling” your staff things to inspiring them.
  • Developing your team will be critical to your success
  • Staff need to “buy in” to you ! If you have the trust and respect of your staff, it will be easy to “get them on board” with accreditation.
  • Develop relationships with staff members. Acknowledge them as people too. We all have a need to feel that we are cared about. Devote time and energy to becoming a team. Allow for opportunities for staff members to contribute their ideas and insights.
  • Paint a vision! Talk about vision at staff meetings. Encourage staff to think beyond the day-to-day and look at the bigger picture. Include a discussion of vision in your hiring process.
  • Strive for excellence!! Let staff see that you are committed in your efforts to strive for excellence too. Model commitment.
  • Define expectations. If possible, include staff members in this process. Help staff members to see the benefit in increasing their skill levels.
  • Develop specific training/learning goals for staff. Reinforce efforts and successes. Build upon current knowledge and skill base, recognizing strengths. Reassure staff members that you will assist them, and provide them with necessary resources to be successful.
  • Consistency is key.
  • In addition to training, a system of accountability needs to be in place to ensure that staff do not slip back into old habits. Reinforce new and desired behaviors… but also address unacceptable job performance. Being positive will be critical in this process – but do set and review goals for improvement for all staff. Remember – it sometimes takes a while before new behaviors take hold or we begin to see benefits. (Ex: A new classroom management system will take a couple of weeks to “work” and before it can realistically be assessed.)
  • Take a look at the climate of your organization. Is learning encouraged? Is excellence rewarded?
  • Give staff the tools they need to do their job and meet your expectations. This will eliminate many excuses. Create a climate where learning is encouraged and recognized. Celebrate each others successes! Promote teamwork!!
  • A Leader inspires employees to want to achieve accreditation – making it a true group achievement. A Leader instills a sense of pride, vision, and teamwork. CAbraham/2005
  • Transcript of "Coachingyourstafftosuccess"

    1. 1. Coaching Your Staff to Success
    2. 2. “ Education is not the filling of a pail, but the lighting of a fire.” ~ William Butler Yeats
    3. 3. 5 Coaching Strategies: <ul><li>Forge a Partnership </li></ul><ul><li>Inspire Commitment </li></ul><ul><li>Grow Skills </li></ul><ul><li>Promote Persistence </li></ul><ul><li>Shape the Environment </li></ul>
    4. 4. 1. Forge a Partnership <ul><li>Build Trust and Understanding </li></ul><ul><li>so people want to work with you. </li></ul>
    5. 5. Forging a Partnership <ul><li>Most Important when: </li></ul><ul><li>The person does not know much about you </li></ul><ul><li>You don’t know what motivates them or what they really care about </li></ul><ul><li>The person is skeptical or cynical about your leadership </li></ul><ul><li>The person risks losing something they value because of change </li></ul><ul><li>To Strengthen your partnership: </li></ul><ul><li>Listen carefully to understand the person’s interests, opinions, and concerns </li></ul><ul><li>Clarify your expectations of each other </li></ul><ul><li>Provide candid, yet tactful feedback </li></ul><ul><li>Show the person how you have their best interests in mind… and that those coincide with the center’s best interest </li></ul>
    6. 6. 2. Inspire Commitment <ul><li>Build insight and motivation so people focus their energy on goals that matter. </li></ul>
    7. 7. Inspiring Commitment <ul><li>Most important when: </li></ul><ul><li>People seem content with current level of skill and expertise </li></ul><ul><li>People lose focus or get stuck in just getting through the day </li></ul><ul><li>To inspire commitment: </li></ul><ul><li>Make sure people get specific, relevant information about performance </li></ul><ul><li>Help people clarify their goals and values </li></ul>
    8. 8. 3. Grow Skills <ul><li>Build new competencies to ensure people know how to do what is required. </li></ul>
    9. 9. Growing Skills <ul><li>Most important when people: </li></ul><ul><li>Have never had the chance to acquire a needed skill </li></ul><ul><li>Need to upgrade their skills </li></ul><ul><li>Are motivated but performance is still below expectations </li></ul><ul><li>To Grow skills: </li></ul><ul><li>Let them observe the skill being used effectively </li></ul><ul><li>Connect people with training and resources </li></ul><ul><li>Create opportunities that stretch people to learn something new </li></ul>
    10. 10. 4. Promote Persistence <ul><li>Build stamina and discipline to make sure learning lasts on the job. </li></ul>
    11. 11. Promoting Persistence: <ul><li>Most important when people: </li></ul><ul><li>Stay stuck in old habits </li></ul><ul><li>Make initial changes but slip back into old behaviors </li></ul><ul><li>Are reluctant to take risks or try something new </li></ul><ul><li>To promote persistence: </li></ul><ul><li>Review people’s goals and ask about progress </li></ul><ul><li>Set realistic expectations for progress </li></ul><ul><li>Provide ongoing feedback that recognizes and rewards progress and efforts </li></ul>
    12. 12. 5. Shape the Environment <ul><li>Build organizational support to reward learning and remove barriers. </li></ul>
    13. 13. Shaping the Environment: <ul><li>Most important when people: </li></ul><ul><li>Complain that management does not support them </li></ul><ul><li>Do not share learning or resources with others </li></ul><ul><li>Express frustration about how difficult it is to learn </li></ul><ul><li>Complain about lack of incentives to learn </li></ul><ul><li>To shape the environment: </li></ul><ul><li>Publicly recognize and reward those who learn </li></ul><ul><li>Demonstrate your personal involvement in their growth </li></ul><ul><li>Establish processes or activities that promote learning from each other </li></ul><ul><li>Provide rewards and incentives for learning and teamwork </li></ul>
    14. 14. “ Leadership is not so much the exercise of power itself as the empowerment of others.   Successful leaders lead by pulling rather than pushing; by inspiring rather than ordering; by creating achievable – expectations though challenging – and rewarding progress toward them.”   by Warren Bennis and Burt Nanus
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