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Mod 5 impact of coaching ny_lb_6_20_14


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  • 1. The Impact of Coaching
  • 2. The Value of Coaching Coaching provides for direct on-the-job learning employees who are coached to performance rather than managed to performance are more committed Coaching improves focus and motivation
  • 3. A personal process that motivates a employee to accelerate their development and maximize their potential Coaching Is…
  • 4. Coaching TELLING GUIDING
  • 5. Solving for the root cause versus the presenting problem Coaching “Peeling the Onion”
  • 6. Primary Goal of Coaching is to…. …help the person
  • 7. Creating the Coaching Environment Intention Relationship Words TRUST
  • 8. A Manager’s Options Managing Teaching Mentoring Coaching
  • 9. Looking for Coachable Moments Coachable Moment “a moment in time when the individual is open to taking in new information that will effect a change in their knowledge and behavior”
  • 10. Looking for Coachable Moments Is it the situation or the person?
  • 11. Coaching Impact Job Skills Time/Work Management Knowledge Attitude Behavior Character Difficult Easy Creating Personal Change
  • 12. Dimensions of Coaching
  • 13. Dimensions of Coaching Directive Coaching • Giving Advice • Telling • Teaching Non-Directive Coaching • Asking Questions • Guiding • Development How to Coach 66% of the people surveyed prefer Non-Directive Coaching* *Survey completed by Workplace Publishing
  • 14. Directive Coaching We are all most familiar with directive coaching in which the Manager as Coach directs the employee by giving advice, instruction, or feedback: by telling the employee what to do; or by teaching the employee how to do something.
  • 15. Non-Directive Coaching You may have also used the non-directive method of coaching • Explore the employee’s perceptions of how the call went • How does she view her current situation? • What feedback has she gotten? • What does she view as her problems and opportunities? • Ask the employee how serious she thinks the problems are. • What will happen if she does nothing? • What issues will remain?
  • 16. How to Coach Directive ̶ When you have little time. ̶ When there is one right way to do something. ̶ When you have a lot more knowledge and experience than the employee. ̶ When the outcomes are regulated by law. ̶ When the employee is unaware of the need. Non-Directive ̶ When the employee is already highly skilled ̶ When you are coaching peers or people who already have a moderate-to-high level of knowledge and skill. ̶ When the employee is (or wants to be) self-reliant. ̶ When you goal is to help employee learn to help themselves. ̶ When the employee’s commitment to the solution is critical.
  • 17. Summary 1. Determine the appropriate form of coaching – Directive or Non-Directive 2. Create the coaching environment – build trust 3. Look for coachable moments – when the employee is open to learn