Fundamentals Of Coaching

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Brief presentation on coaching to improve employee performance.

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Fundamentals Of Coaching

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

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