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Coach the Coach


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Coach the Coach

Coach the Coach

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  • 1. Coaching for Optimal Performance
  • 2. Contents 1. Characteristics of Good Coach 2. Elements of Good Coaching Session 3. Communication Skills for Effective Coaching
  • 3. Characteristics of Good Coach
  • 4. Benefits of Good Coaching Help develop employee‟s competence Help correct unsatisfactory performance Help diagnose performance problems Foster productive working relationship Improve employee performance
  • 5. Characteristics of Good Coach Positive Goal Oriented Supportive Focused Observant
  • 6. Characteristics of Good Coach • Your job is not correcting mistakes, finding fault, and assessing blame Positive • Instead, your function is achieving productivity goals by coaching your staff to peak performance
  • 7. Characteristics of Good Coach • Supportive Your job as coach is to get workers what they need to do their job well, including tools, time, instruction, answers to questions, and protection from outside interference
  • 8. Characteristics of Good Coach • Goal Oriented Base your assignments on clear, definable goals • Tie specific tasks to those goals • Communicate those goals to the people who actually have to do the work
  • 9. Characteristics of Good Coach • Effective communication is specific and focused Focused • You are far more likely to get action if that employee leaves your office focused on resolving the issue at hand
  • 10. Characteristics of Good Coach • Being observant means more than just keeping your eyes and ears open Observant • You need to be aware of what isn‟t said as well as what is. If you are paying attention, you won‟t have to wait for somebody to tell you about a problem
  • 11. Boss vs. Coach Boss Coach • Talks a lot • Listens a lot • Tells • Asks • Presume • Explores • Seeks control • Seeks commitment • Orders • Challenges • Works on • Work with • Assign blame • Takes responsibility • Keeps distant • Makes contact
  • 12. Elements of Good Coaching Session
  • 13. Elements of Good Coaching Session Establish a purpose Establish ground rules Keep focused Develop dialogue Speak clearly Discuss one specific issue
  • 14. Elements of Good Coaching Session Establish a purpose • Having a clear purpose at the beginning of coaching session will enable you to conduct focused and productive discussion
  • 15. Elements of Good Coaching Session Establish ground rules • As with any meeting, you and the employee need to have a common understanding of certain factors • The most important are time and roles
  • 16. Elements of Good Coaching Session A few guidelines to keep focused : Keep focused • Avoid making “noise” – anything that distracts from the atmosphere • Don‟t look at your desktop or PDA • Don‟t touch your papers • Don‟t answer the telephone
  • 17. Elements of Good Coaching Session • Develop dialogue A Don‟t launch into a monolog • If you‟re coaching effectively, your employee should probably do most of the talking
  • 18. Elements of Good Coaching Session Speak clearly • These tips will help you communicate more effectively: • Use the simplest, most common terms • Avoid the jargon • Be specific • Use the known to explain the unknown
  • 19. Elements of Good Coaching Session Discuss one specific issue • Define the issue and limit the discussion to something manageable • You‟ll get other chances to discuss other concerns – but only if you resolve this specific concern right now
  • 20. Communication Skills for Effective Coaching
  • 21. Seven Communication Principles for Coaching 1. Soften the „you‟s or change the into “I” to avoid sounding pushy • Instead of : „You‟ll have to….‟, say „Could you….‟ Or „Would you be able to….‟ 2. Focus on the solution, not the problem • Instead of „We‟re out of milk….‟, say „We will pop down the shop for some milk‟.
  • 22. Seven Communication Principles for Coaching 3. Turn can’ts into cans • Instead of „We can‟t do that until next week‟, say „We‟ll be able to do that next week‟. 4. Take responsibility – don‟t lay blame • Instead if „It‟s not my fault‟, say „Here‟s what I can do to fox that‟.
  • 23. Seven Communication Principles for Coaching 5. Say what do you want, not what you don‟t want • Instead of „Don‟t drive too fast‟, say „Drive carefully‟ 6. Focus on the future, not the past • Instead of “I‟ve told you before not to……, say „From now on…….” 7. Share information rather than argue or accuse • Instead of „No, you‟re wrong‟, say „I see it like this….‟
  • 24. E – explore by asking questions A – affirm to show you are listening R – reflect your understanding S – silence, listen some more
  • 25. To listen more effectively….. Attend physically – the right body language helps us to focus on the speaker and encourages the speaker to give us more information. Attend mentally – follow the speaker‟s flow of thought, listen to understand, not evaluate; listen first, then assess Check it verbally – paraphrase, clarify, probe further, summarize your understanding
  • 26. Good Habits of Effective Listeners • Looking at the speaker in order to observe body language and pick up subtle nuances of speech • Asking questions • Giving speakers time to articulate their thoughts • Letting people finish what they are saying before giving their opinion • Remaining poised, calm, and emotionally controlled • Looking alert and interested • Responding with nods and „uh-uhms‟
  • 27. An effective question is open and …. brief focused relevant constructive
  • 28. Asking Questions in Coaching Session • An effective question is BRIEF The longer the question, the more likely you are to louse it up • Short sentences aren‟t just easier to understand, they are also easier to say. • To keep you question brief, think about two things : 1) what do you want to learn from then answer? 2) what words will best elicit this information?
  • 29. Asking Questions in Coaching Session • An effective question is FOCUSED Target a single and a particular aspect of that subject per question • If you don‟t, you may render any answer meaningless
  • 30. Asking Questions in Coaching Session • An effective question is RELEVANT Keep you questions on subject and on target • If an answer strays off the point, tactfully refocus
  • 31. Asking Questions in Coaching Session • An effective question is CONSTRUCTIVE You need to accentuate the positive in you approach to questioning, not because it make you seem nicer, but because your questions will be more effective
  • 32. Exploring Questions Open Questions Open questions yield lots of information because they allow a person to explain what is most important or interesting and encourage elaboration. Probing Questions Probing questions are those that relate to the topic we want to explore further. They encourage the speaker to flesh out the details.
  • 33. Closed vs. Open Questions When did that happen? What led up to that? Was your trip successful? What did you manage to accomplish on your trip? Did you like the candidate? In what ways do you think that candidate meets our need? Did you have a good meeting? What happened at the meeting?
  • 34. Some Probing Questions • Can you be more specifics? • Can you give me an example of that? • What happened then? • For instance? • How does this affect you? • What might cause that, do you think? • Can you fill me in on the details?