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Fundamentals Of Coaching
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Fundamentals Of Coaching

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Brief presentation on coaching to improve employee performance.

Brief presentation on coaching to improve employee performance.

Published in: Health & Medicine, Business

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  • 1. Fundamentals of Coaching Techniques For Improving Employee Performance
  • 2. Welcome and Introductions
  • 3. Agenda
    • Overview
    • Presentation
    • Discussion
    • Review
    • Exam
  • 4. Program Objectives
    • Identify the differences between mentoring/coaching and coaching/counseling.
    • Describe “best practices” for use in side-by-side coaching, including tips on giving positive and negative feedback.
    • Outline the steps of applying various feedback methods and when to use each.
    • Assemble a coaching session planning guide.
    • Identify the steps of a positive discipline plan.
  • 5. Program goals
    • Improve employee performance
    • Help people achieve greatness
    • Help the organization grow
    • Build habits of constant achievement
  • 6. Mentor vs. Coach
    • Mentor
    • Two levels above
    • Acts as an advisor
    • Coach
    • Could be anyone
    • Acts as a tutor
  • 7. Commitment
    • Coaching requires quality-
    • Time
    • Practice
    • Feedback
  • 8. Attention
    • Provide motivation
    • Give your time
    • Show respect
  • 9. Unlock Potential
    • Give positive and negative feedback
    • Avoid giving answers
    • Help employees learn
  • 10. Counseling vs. Coaching
    • Both are avenues of self-development
    • Each produce different feelings
    • Counseling deals with the whole person
    • Coaching helps people focus on goals
  • 11. What’s Counseling?
    • Past influences requiring intervention
    • Emotional matters
    • Unresolved issues
    • Sensitive areas
    • Not your role!
  • 12. Coaching, A Rocket To Change
    • Focus individual goals
    • Align goals with
    • organizational goals
    • Creates effective,
    • rewarding performance
  • 13. Everyone Has A Piece
    • Goals
    • Solutions
    • Production
    • Healthy Climate
  • 14. Accountability
    • Uphold standards
    • Check progress
    • Ask questions
    • Seek answers
  • 15. Bad Habits
    • Self pity
    • Not lucky
    • Low self worth
    • Not smart enough
    • Help set good habits and bring
    • them into the individuals daily life!
  • 16. The 5 Success Factors
    • Develop rapport
    • Know your outcome
    • Take action
    • Have sensory acuity
    • Have behavioral flexibility
  • 17. Coaching Styles
    • Best practices for positive feedback
    • Friend
    • Prophet
    • Expert
    • Officer
  • 18. Negative Feedback
    • Coaching choices do not depend on the variables of-
    • Age
    • Gender
    • Education
  • 19. Review
  • 20. The Main Goals of Coaching
    • Determined by the employee’s needs
    • Skills
    • Performance
    • Development
    • Agenda
  • 21. Using The Grow Model
    • Positive feedback can be formal and informal with the model, GROW is-
    • Goals
    • Reality
    • Options
    • Will/Wrap-up
  • 22. Seven Steps For Tough Love
    • Choose the time and place
    • Tissues at the ready
    • Open and ready ears
    • Cut to the chase
    • Let them speak
    • Best behavior
    • Right to choose
  • 23. Coaching Session Plan
    • Identify job segments
    • Identify performance standards
    • Identify standards characteristics
    • Identify areas of opportunity
    • Establish checkpoints
  • 24. Identify Performance Standards
    • Job based Achievable
    • Understood Agreed on
    • Written Changeable
    • Time oriented Specific
    • Measurable
  • 25. DDI’s Six Checkpoints
    • Outcomes
    • Benefits
    • Barriers
    • Support
    • Approach
    • Evaluation
  • 26. Review
  • 27. Positive Discipline Plan
    • Direct the session
    • State Expectations
    • State observations
    • State performance standard
    • State consequences
    • Listen
  • 28. Review
  • 29. Fundamentals of Coaching Exam You have 15 minutes

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