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Coaching and PMS
- 1. What Coaching ‘is’ & ‘is not’ COACHING ‘is’ COACHING ‘is not’ FOCUSED WORK RELATED ONE-TO-ONE CONTINUOUS DIRECTING TRAINING CORRECTIVE ACTION REPRIMANDING MENTORING THERAPY
- 2. Coaching Process : The Basic Approach Coaching should be approached in three phases: IDENTIFY OPPORTUNITY PREPARING for the conversation CONDUCTING the conversation FOLLOW-UP REMEMBER: You must identify the coaching opportunity before you can begin your coaching preparation.
- 3. Summary - Coaching Formulae Reflective Listening STRATEGY InquiryAdvocacy ACTION PLANNING FEEDBACK SOI
- 4. Performance Management Process Performance Planning Define Business goals and Individual goals Setting Key Performance Indicators ( KPIs) Performance Coaching Mid-year review On-going feedback Performance Evaluation Measuring performance against the set goals/KPIs Performance Recognition Awarding Good Performance Analyzing Training and Coaching needs Four Phases of Performance Management Process
- 5. DISCUSSION
Editor's Notes
- Remember that coaching can take many forms. Most importantly, it must incite individuals on to personal learning and enable them to recognize possibilities they may not have seen before.
- Remember, these are the fundamental aspects of coaching.
- Feedback, when offered effectively, integrates all phases of the Coaching.
- Explaining the PMP: 1. Performance Planning - The first step begins at the Organization's Fiscal Year where objectives are established. The basic questions to answer are: What are we going to do? What are our goals for the next fiscal year? What needs to be developed? 2. Performance Coaching - During the year, team members and leaders will have follow-up discussion(s) to provide feedback on their ongoing performance and answer the following questions: How are we doing? Are we accomplishing our goals? What are the areas for improvement? What else needs to be developed to meet our goals? 3. Performance Evaluation : Using the forms/online tools etc. 4. Performance Rewards and Recognition + Coaching to answer the following questions: How did we do? Did we accomplish our goals - where did we come up short? What should we concentrate on next year? The success of this approach is dependent on two conditions: the way the leader handles the coaching discussions and the commitment of both the team member and leader to improve and develop skills to meet objectives.