1. Coaching Isn’t Everything, It’s the Only Thing:
Presented by Lytton Gilliland
Coaching for Workplace Performance
Oct. 27, 2010

2. The Reality of Employment
► Over 70% of people in the workforce report not being
engaged and 60% plan to leave their job when the
economy turns around.
(Source: Right Management)
► The number one reason? The immediate manager.
(Source: Gallup Organization)
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3. Why Coaching?
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► Two months of the average worker’s
year is wasted.
► Cost to businesses due to wasted
time is $150 billion
(Source: Robert Hall International)

4. Why Coaching?
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► Coaching by managers can
return $6 for every dollar
spent on coaching.
(Source: Manchester, Inc.)

5. Why Coaching?
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► Training, when combined
with coaching, increases
productivity by 86%, as
opposed to a 22% increase
with training alone.

6. Why Coaching?
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► Surveys
► Trade shows
► Conferences
► Market research calls

7. Why Coaching?
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► Training on which skill sets would have the greatest
impact in your organization?

8. What is Coaching?
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► Coaching is the process of
helping your direct reports
learn to maximize their
performance by
collaboratively identifying
and acting on opportunities
for empowerment.

9. What is Coaching?
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Coaching is the process of helping your direct
reports learn to maximize their performance by
collaboratively identifying and acting on
opportunities for empowerment.

10. What is Coaching?
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Coaching is the process of helping your direct
reports learn to maximize their
performance by collaboratively identifying
and acting on opportunities for empowerment.

11. What is Coaching?
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Coaching is the process of helping your direct
reports learn to maximize their performance
by collaboratively identifying and acting on
opportunities for empowerment.

12. What is Coaching?
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Coaching is the process of helping your direct
reports learn to maximize their performance by
collaboratively identifying and acting on
opportunities for empowerment.

13. What isn’t Coaching?
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► How is it different from:
 Training?
 Mentoring?
 Performance counseling?
 Feedback?

14. The Coaching Process
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► Step 1: Identify the need and opportunity for coaching
relationships

15. The Coaching Process
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16. Factors of Performance
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► Ability – the skills and
resources needed to do the
work
► Attitude – the mindset
needed to do the work

17. Put a Number On It
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► Make the performance issue
measurable
► “I just don’t think Pete is up for
this task.”
► “Pete has received 5 customer
complaints this week.”

18. The Coaching Process
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► Step 2: Gain agreement on the coaching opportunities,
obstacles, and goals

19. Conducting the Coaching Conversation
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► Are we both aware there is a
coaching issue?
► Do we agree on the coaching
issue?
► What is the employee’s goal for
the relationship?
► What are the sources of challenges
and obstacles to improved
performance?
► What does success look like?

20. Conducting the Coaching Conversation
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► Create Space
 Pick the right time
 Find a location
 Remove distractions
 Adjust your body
language
 Set the stage

21. Conducting the Coaching Conversation
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► Build Trust
 Prove your intent to empower
 Prove your ability to empower
 Gain trust by demonstrating
trust

22. Conducting the Coaching Conversation
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► Understand Motivation
 Don’t assume
 Ask
 Listen
 Align

23. Conducting the Coaching Conversation
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► Offer options, not advice

24. Conducting the Coaching Conversation
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► Brainstorm
 Select a starting place
 Expect the unexpected
 Consider, combine, and
construct
 Make it happen

25. The Coaching Process
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► Step 3: Take action and follow up on goals for success
and improvement

26. Following Up
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► Measure results
► Instill accountability
► Give feedback
► Support your employees

27. Practice!
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► Identify the need and
opportunity for coaching
relationships
► Gain agreement on the
coaching opportunities,
obstacles, and goals
► Take action and follow
up on goals for success
and improvement

28. Don’t Practice!
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► Jump in together

29. Practice!
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► Role play
► Simulations

30. Reality vs. Fantasy
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31. The Crown of Coaching
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► Manage explorers
► Assign them to tasks
► Engage them in coaching conversations

32. The Crown of Coaching
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33. The Crown of Coaching
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► Performance feedback

34. Wrap Up
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► Why coaching is important
► What coaching is
► Coaching process, tips, and techniques
► Learning and practicing Mastering Management

35. Questions and Answers
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For more information on Mastering Management: Coaching,
contact us at sales@enspire.com.
Lytton Gilliland
Enspire Learning
Lytton@enspire.com