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Mod 5 coaching model nt_lb_6_20_14

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Mod 5 coaching model nt_lb_6_20_14

  1. 1. The Coaching Model
  2. 2. Program Roadmap Step 1 Situation I. The Impact of Coaching Step 2 Options S Step 3 Action Plan Step 4 Reinforcement O A R Communication Listening Body Language Questioning Phone Coaching Ride Along Coaching III. Coaching Model IV. Coaching Skills The Value of Coaching Motivation & Performance II. Coaching Dimensions Creating a Coaching Environment Types of Coaching Coaching Considerations
  3. 3. Coaching Model • Process that contains four simple steps • Creates a predictable progression toward outcomes • Creates a collaborative environment • Does not have to be a linear process
  4. 4. Coaching Conversation S O A R SOAR Model
  5. 5. Directive • Establish the focus for the coaching discussion. • Give the employee feedback about his performance. • Tell the employee why you think he needs to change. • Tell the employee what you think his underlying need is and why. Non-Directive • Ask the employee to establish the focus for the coaching discussion. • Ask the employee to evaluate their performance. • What specific outcomes do you want to accomplish by the end of our coaching? • What is the problem you are trying to solve? • How will you know you’ve been successful? S Situation
  6. 6. • Ask the employee to establish the focus for the coaching discussion. • Ask the employee to evaluate their performance. • What specific outcomes do you want to accomplish by the end of our coaching? • What is the problem you are trying to solve? • How will you know you’ve been successful? Non-Directive Tips • Listen more than talk • Don’t get hooked on the story • Use silence S Situation
  7. 7. O Discover Options • Tell the employee what you think his goals should be. • Ask his opinion. Are there other options that you and he can explore. • If you have observed him in action, identify the barriers you see and give good, specific feedback. • Gain commitment on his course of action . Directive Non-Directive • What needs to happen? • What have you tried (thought of) already? • What have you seen work for others? • How does this option relate to reaching your goal? • What would be the outcome of that approach? • What are both the positives and negatives.
  8. 8. O Discover Options Tips • Remain neutral • Push for multiple options Non-Directive • What needs to happen? • What have you tried (thought of) already? • What have you seen work for others? • How does this option relate to reaching your goal? • What would be the outcome of that approach? • What are both the positives and negatives.
  9. 9. Discover Options Possible Solutions 1 2 3 4 5 Will that solve your problem? What are the consequences of that solution? employee ManagerWhat have you tried so far?
  10. 10. Coaching Conversation S O A R SOAR Model
  11. 11. A Create an Action Plan • What action plans have you made/or will make? • How will these actions contribute to achieving your goal? • Is it really feasible / possible to meet that deadline? Why or why not? • Would it help to take this in smaller pieces? Directive Non-Directive • Tell the employee what you think his action plan should be. • Ask his opinion. Look for agreement.. • Tell him what steps he needs to take to accomplish his action plan. • Set the time line and confirm agreement.
  12. 12. A Create an Action Plan • What action plans have you made/or will make? • How will these actions contribute to achieving your goal? • Is it really feasible / possible to meet that deadline? Why or why not? • Would it help to take this in smaller pieces? Tips • Don’t take notes • employee must be specific Non-Directive
  13. 13. R Reinforce • Advise him on what to do if he meets resistance. • Summarize what you think he should do and discuss possible barriers. • Ask the employee to review what has been learned. • Re-emphasize your support. • Ask questions to explore the resources needed and to uncover possible barriers. • Clarify what action is needed to clear these barriers and where you can assist. • Support by ensuring co- operation from others, use of resources, change in work priorities or delegation of authority. Directive Non-Directive
  14. 14. R Reinforce • Ask questions to explore the resources needed and to uncover possible barriers. • Clarify what action is needed to clear these barriers and where you can assist. • Support by ensuring co- operation from others, use of resources, change in work priorities or delegation of authority. Tips • Help employee be realistic • Assure accountability Non-Directive
  15. 15. Coaching Tips • Make sure the employee knows you are coaching him • Choose the right environment • Create a focus for the session • Don’t get hooked on the story • Don’t assume you have the “right” solution • Listen more than talk • If you’re thinking about the next question to ask, you're not listening • Suspend judgment • Maintain confidentiality
  16. 16. Coaching Conversation S O A R SOAR Model
  17. 17. Coaching Check List Step 1. Communication style Step 2. Create the right coaching environment Step 3. Level of motivation and key motivators Step 4. Generational/Cultural consideration Step 5. Focus for the coaching session Step 6. Type of coaching - Directive or Nondirective

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