Welcome toCoaching for ManagersTaking your managers to another level Alan Adair Extra Dimension
Objective To help you to establish the next steps indeveloping your organisation’s coaching capability
Agenda• Introductions• What the survey said• So what? Break• 10 min coaching demo• What can managers coach?• Meet the Motivation Review• Make today matter Break• Case study
Introductions•Brief introductions round the table•What is coaching? - a skill, a style, a process or something else•Why is coaching important? - for leaders - for the organisation
What is coaching •Many skills (endless) – primarily active listening •An effective leadership style •An amazing development toolWhy is coaching important •Very few people are motivated by a directive manager •We need staff to take on responsibility •We need leaders to lead
Brief roundup of recent survey Valerie Anderson, Charlotte Rayner, Birgit Schyns Portsmouth Business School
Survey remit •Cross-industry •What is the current coaching capability level •What are the obstacles to successWho took part, questions •12 diverse organisations, 500+ responses •People managers •Questions based on the use of behaviours
Key survey findings•Gap between use of primary coaching characteristics - development orientation - performance orientation - giving effective feedback and mature coaching characteristics - using other people’s ideas - team-based problem solving - engagement / empowerment•Success requires mutual respect between manager & staff
What does this mean for you?There appears to be two levels of coaching capability•It is relatively easy to create a basic coaching capability•It is harder to develop the mature coaching characteristics•The latter is where the best results lie (in my opinion!)Do you have the right leaders?Find the balance - formal coaching, coaching style, mentoringAccess the online tool
So what?•What can you do to develop your managers’ coaching skills?•What are the critical success factors for your organisation?•What are the obstacles to success?
What can coaching do for managers? •Free up their time to lead •Motivate the individuals and the team * •Develop a highly effective team (do more for less) •Gain the respect of the team and peers •Develop their successor •Build confidence
Performance at Work DIRECTIONSKILLS MOTIVATION
Benefits• More loyal staff• Retention of good staff• Reduced ill health & sickness• Greater productivity• Increased customer satisfaction• Increased sales/revenue• Happier culture• Improved inter/intra team communication• Facilitates manager/team/individual discussion• Development of role in line with motivators
The 9 Work MotivatorsBUILDER seeks money, material satisfactions, above average livingDIRECTOR seeks power, influence, control of people/resourcesEXPERT seeks expertise, mastery, specialisationFRIEND seeks belonging, friendship, fulfilling relationshipsDEFENDER seeks security, predictability, stabilitySTAR seeks recognition, respect, social esteemSEARCHER seeks meaning, making a difference, providing worthwhile things seeks innovation, identification with new, expressing creativeCREATOR potentialSPIRIT seeks freedom, independence, making own decisions
How you can use this?• Write down 3 things you will take away• What support do you need? - internal / external - key people• What is the one thing you can start tomorrow that will make a difference?
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