Coaching for Workplace Performance

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Coaching for Workplace Performance

  1. 1. Coaching Isn’t Everything, It’s the Only Thing: Presented by Lytton Gilliland Coaching for Workplace Performance Oct. 27, 2010
  2. 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) Copyright © Enspire Learning 2
  3. 3. Why Coaching? Copyright © Enspire Learning 3 ► 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. 4. Why Coaching? Copyright © Enspire Learning 4 ► Coaching by managers can return $6 for every dollar spent on coaching. (Source: Manchester, Inc.)
  5. 5. Why Coaching? Copyright © Enspire Learning 5 ► Training, when combined with coaching, increases productivity by 86%, as opposed to a 22% increase with training alone.
  6. 6. Why Coaching? Copyright © Enspire Learning 6 ► Surveys ► Trade shows ► Conferences ► Market research calls
  7. 7. Why Coaching? Copyright © Enspire Learning 7 ► Training on which skill sets would have the greatest impact in your organization?
  8. 8. What is Coaching? Copyright © Enspire Learning 8 ► Coaching is the process of helping your direct reports learn to maximize their performance by collaboratively identifying and acting on opportunities for empowerment.
  9. 9. What is Coaching? Copyright © Enspire Learning 9 Coaching is the process of helping your direct reports learn to maximize their performance by collaboratively identifying and acting on opportunities for empowerment.
  10. 10. What is Coaching? Copyright © Enspire Learning 10 Coaching is the process of helping your direct reports learn to maximize their performance by collaboratively identifying and acting on opportunities for empowerment.
  11. 11. What is Coaching? Copyright © Enspire Learning 11 Coaching is the process of helping your direct reports learn to maximize their performance by collaboratively identifying and acting on opportunities for empowerment.
  12. 12. What is Coaching? Copyright © Enspire Learning 12 Coaching is the process of helping your direct reports learn to maximize their performance by collaboratively identifying and acting on opportunities for empowerment.
  13. 13. What isn’t Coaching? Copyright © Enspire Learning 13 ► How is it different from:  Training?  Mentoring?  Performance counseling?  Feedback?
  14. 14. The Coaching Process Copyright © Enspire Learning 14 ► Step 1: Identify the need and opportunity for coaching relationships
  15. 15. The Coaching Process Copyright © Enspire Learning 15
  16. 16. Factors of Performance Copyright © Enspire Learning 16 ► Ability – the skills and resources needed to do the work ► Attitude – the mindset needed to do the work
  17. 17. Put a Number On It Copyright © Enspire Learning 17 ► 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. 18. The Coaching Process Copyright © Enspire Learning 18 ► Step 2: Gain agreement on the coaching opportunities, obstacles, and goals
  19. 19. Conducting the Coaching Conversation Copyright © Enspire Learning 19 ► 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. 20. Conducting the Coaching Conversation Copyright © Enspire Learning 20 ► Create Space  Pick the right time  Find a location  Remove distractions  Adjust your body language  Set the stage
  21. 21. Conducting the Coaching Conversation Copyright © Enspire Learning 21 ► Build Trust  Prove your intent to empower  Prove your ability to empower  Gain trust by demonstrating trust
  22. 22. Conducting the Coaching Conversation Copyright © Enspire Learning 22 ► Understand Motivation  Don’t assume  Ask  Listen  Align
  23. 23. Conducting the Coaching Conversation Copyright © Enspire Learning 23 ► Offer options, not advice
  24. 24. Conducting the Coaching Conversation Copyright © Enspire Learning 24 ► Brainstorm  Select a starting place  Expect the unexpected  Consider, combine, and construct  Make it happen
  25. 25. The Coaching Process Copyright © Enspire Learning 25 ► Step 3: Take action and follow up on goals for success and improvement
  26. 26. Following Up Copyright © Enspire Learning 26 ► Measure results ► Instill accountability ► Give feedback ► Support your employees
  27. 27. Practice! Copyright © Enspire Learning 27 ► 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. 28. Don’t Practice! Copyright © Enspire Learning 28 ► Jump in together
  29. 29. Practice! Copyright © Enspire Learning 29 ► Role play ► Simulations
  30. 30. Reality vs. Fantasy Copyright © Enspire Learning 30
  31. 31. The Crown of Coaching Copyright © Enspire Learning 31 ► Manage explorers ► Assign them to tasks ► Engage them in coaching conversations
  32. 32. The Crown of Coaching Copyright © Enspire Learning 32
  33. 33. The Crown of Coaching Copyright © Enspire Learning 33 ► Performance feedback
  34. 34. Wrap Up Copyright © Enspire Learning 34 ► Why coaching is important ► What coaching is ► Coaching process, tips, and techniques ► Learning and practicing Mastering Management
  35. 35. Questions and Answers Copyright © Enspire Learning 35 For more information on Mastering Management: Coaching, contact us at sales@enspire.com. Lytton Gilliland Enspire Learning Lytton@enspire.com

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