This document discusses effective coaching techniques. It outlines key characteristics of a good coach including being positive, goal-oriented, supportive, focused, and observant. Elements of a good coaching session are establishing purpose and ground rules, keeping focused, developing dialogue, speaking clearly, and discussing one specific issue. Communication skills for coaching include asking open-ended questions, affirming the other person, reflecting understanding, and using silence to listen more.
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
Stepping into the role of manager for the first time has a unique set of challenges. Learn how to manage yourself as well as how to manage others. Slides taken from a class taught by Janet Aronica of Localytics. Learn more from the experts by visiting Intelligent.ly
Delegation PowerPoint PPT Content Modern SampleAndrew Schwartz
128 slides include: the common objectives for delegation, overcoming barriers to delegating, top 5 reasons to delegate, types of questions to ask before delegating, effective delegation checklist, 6 steps for effective delegation, and appropriate tasks for delegation, 9 delegation opportunities, crisis delegation, tips for delegating to experts, bosses, and associates, 5 ingredients of communicating successfully, personal and organizational benefits, how to's plus more.
Presentations for the Virginia Agriculture Leaders Obtaining Results (VALOR) program. Highlights perceptions of leadership, principles of strengths-based leadership, and framework for courageous followership.
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
Stepping into the role of manager for the first time has a unique set of challenges. Learn how to manage yourself as well as how to manage others. Slides taken from a class taught by Janet Aronica of Localytics. Learn more from the experts by visiting Intelligent.ly
Delegation PowerPoint PPT Content Modern SampleAndrew Schwartz
128 slides include: the common objectives for delegation, overcoming barriers to delegating, top 5 reasons to delegate, types of questions to ask before delegating, effective delegation checklist, 6 steps for effective delegation, and appropriate tasks for delegation, 9 delegation opportunities, crisis delegation, tips for delegating to experts, bosses, and associates, 5 ingredients of communicating successfully, personal and organizational benefits, how to's plus more.
Presentations for the Virginia Agriculture Leaders Obtaining Results (VALOR) program. Highlights perceptions of leadership, principles of strengths-based leadership, and framework for courageous followership.
Whether they take place at work or at home, with your neighbors or co-founder, crucial conversations can have a profound impact on your career, your happiness, and your future. You will learn how to: Prepare for high-impact situations, Make it safe to talk about almost anything, Be persuasive, not abrasive, Keep listening when others blow up or clam up, Turn crucial conversations into the action and results you want
The success of any business depends heavily on the effectiveness of its managers. They can have a significant impact on business outcomes and employee engagement. But many organizations do not adequately select or develop their managers, and they miss a great opportunity for business advancement.
If you want to learn more about this topic: https://www.newsteer.com/resources/be-an-effective-manager-guide
16 Simple Ways to Help First-Time Managers SucceedJhana
Great managers aren't born; they're taught. Ineffective managers lead to all kinds of expensive problems, including high turnover, low morale, poor company performance.
The good news is that the solution to this problem is simple. Designed for HR leaders in tech, this free reference guide contains 16 simple ways to help first-time managers learn how to be effective managers. You'll learn:
- Why good managers are critical to your company's success.
- 16 actionable ideas you can use to help your first-time managers today.
- Real-world examples and tips to implement manager development.
Making a successful transition from individual contributor to manager nov. ...michellebaker
This presentation was included in the November 2014 professional development session for Ball State University - "Making a Successful Transition from Individual Contributor to Manager"
No one is born knowing how to be a manager. And whatever your previous job, it did not prepare you for management work. So if you’ve just become a supervisor, you must quickly start learning some new skills. The most important of these is performance management.
Delivering results through other people is the greatest challenge for most new supervisors. Before, you only had to worry about your own results – but now you must motivate others to do their best work. The guidelines below can help you succeed at this complex task.
Quiet: The Power of Introverts in World That Can't Stop TalkingJen Runkle
With all of our different personalities, we sometimes experience a huge difference between extroverts and introverts. If you're an introvert or work with someone who is, this book is for you.
Influencing Up through Personal LeadershipAndrea L. Ames
Andrea's presentation at CIDM Best Practices 2017
Whether you are a manager or an individual contributor who is leading an information initiative, project, or team, you are likely answering to someone for your resources and approval for the focus of your efforts. Most often, that someone is a busy manager or executive with broad areas of responsibility and concern. In her world, you are one of 10, 25, or even 50 individual initiatives. So how do you get your team, your project, or even your career development or advancement on her radar — AND get her approval, funding, or other support?
There is an art to “managing up,” and everyone, at every level, should learn how to do it and practice it! You can become an influence ninja by focusing on only what you can personally control! Join Andrea as she shares the key, actionable tips, tricks, and tools that have brought her the best success in influencing up. (First tip: All of her tips apply to influencing in ANY direction!)
Participants will get an overview of influencing, the key building blocks of personal leadership that provide the platform for true influence, and tips for how to influence anyone, at any level, no matter how much positional power they have.
Coaching For Pinacle Performance By Ravinder TulsianiRavinder Tulsiani
Coaching is increasingly recognized as a methodology for creating more effective conversations, for assessing and reformulating values and goals and reaching solutions.
Whether they take place at work or at home, with your neighbors or co-founder, crucial conversations can have a profound impact on your career, your happiness, and your future. You will learn how to: Prepare for high-impact situations, Make it safe to talk about almost anything, Be persuasive, not abrasive, Keep listening when others blow up or clam up, Turn crucial conversations into the action and results you want
The success of any business depends heavily on the effectiveness of its managers. They can have a significant impact on business outcomes and employee engagement. But many organizations do not adequately select or develop their managers, and they miss a great opportunity for business advancement.
If you want to learn more about this topic: https://www.newsteer.com/resources/be-an-effective-manager-guide
16 Simple Ways to Help First-Time Managers SucceedJhana
Great managers aren't born; they're taught. Ineffective managers lead to all kinds of expensive problems, including high turnover, low morale, poor company performance.
The good news is that the solution to this problem is simple. Designed for HR leaders in tech, this free reference guide contains 16 simple ways to help first-time managers learn how to be effective managers. You'll learn:
- Why good managers are critical to your company's success.
- 16 actionable ideas you can use to help your first-time managers today.
- Real-world examples and tips to implement manager development.
Making a successful transition from individual contributor to manager nov. ...michellebaker
This presentation was included in the November 2014 professional development session for Ball State University - "Making a Successful Transition from Individual Contributor to Manager"
No one is born knowing how to be a manager. And whatever your previous job, it did not prepare you for management work. So if you’ve just become a supervisor, you must quickly start learning some new skills. The most important of these is performance management.
Delivering results through other people is the greatest challenge for most new supervisors. Before, you only had to worry about your own results – but now you must motivate others to do their best work. The guidelines below can help you succeed at this complex task.
Quiet: The Power of Introverts in World That Can't Stop TalkingJen Runkle
With all of our different personalities, we sometimes experience a huge difference between extroverts and introverts. If you're an introvert or work with someone who is, this book is for you.
Influencing Up through Personal LeadershipAndrea L. Ames
Andrea's presentation at CIDM Best Practices 2017
Whether you are a manager or an individual contributor who is leading an information initiative, project, or team, you are likely answering to someone for your resources and approval for the focus of your efforts. Most often, that someone is a busy manager or executive with broad areas of responsibility and concern. In her world, you are one of 10, 25, or even 50 individual initiatives. So how do you get your team, your project, or even your career development or advancement on her radar — AND get her approval, funding, or other support?
There is an art to “managing up,” and everyone, at every level, should learn how to do it and practice it! You can become an influence ninja by focusing on only what you can personally control! Join Andrea as she shares the key, actionable tips, tricks, and tools that have brought her the best success in influencing up. (First tip: All of her tips apply to influencing in ANY direction!)
Participants will get an overview of influencing, the key building blocks of personal leadership that provide the platform for true influence, and tips for how to influence anyone, at any level, no matter how much positional power they have.
Coaching For Pinacle Performance By Ravinder TulsianiRavinder Tulsiani
Coaching is increasingly recognized as a methodology for creating more effective conversations, for assessing and reformulating values and goals and reaching solutions.
This session will utilize coaching skills to create a culture of learning and career development. Do your leaders see employee engagement as a survey, program, or completing a course? Do you want your leaders and employees to convert feedback and conversations into meaningful action and growth? Unconscious bias, resistance to feedback and organizational politics can make it challenging to measure the needs of your teams and organizations. With the coaching skill everyone can be equipped to help drive learning and growth.
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HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
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Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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4. Benefits of Good Coaching
Help develop employee‟s competence
Help correct unsatisfactory performance
Help diagnose performance problems
Foster productive working relationship
Improve employee performance
6. Characteristics of Good Coach
•
Your job is not correcting mistakes,
finding fault, and assessing blame
Positive
•
Instead, your function is achieving
productivity goals by coaching your
staff to peak performance
7. Characteristics of Good Coach
•
Supportive
Your job as coach is to get workers
what they need to do their job well,
including tools, time, instruction,
answers to questions, and protection
from outside interference
8. Characteristics of Good Coach
•
Goal
Oriented
Base your assignments on clear,
definable goals
•
Tie specific tasks to those goals
•
Communicate those goals to the
people who actually have to do the
work
9. Characteristics of Good Coach
•
Effective communication is specific
and focused
Focused
•
You are far more likely to get action if
that employee leaves your office
focused on resolving the issue at
hand
10. Characteristics of Good Coach
•
Being observant means more than
just keeping your eyes and ears open
Observant
•
You need to be aware of what isn‟t
said as well as what is. If you are
paying attention, you won‟t have to
wait for somebody to tell you about a
problem
11. Boss vs. Coach
Boss
Coach
•
Talks a lot
•
Listens a lot
•
Tells
•
Asks
•
Presume
•
Explores
•
Seeks control
•
Seeks commitment
•
Orders
•
Challenges
•
Works on
•
Work with
•
Assign blame
•
Takes responsibility
•
Keeps distant
•
Makes contact
13. Elements of Good Coaching Session
Establish
a purpose
Establish
ground
rules
Keep
focused
Develop
dialogue
Speak
clearly
Discuss one
specific
issue
14. Elements of Good Coaching Session
Establish
a purpose
•
Having a clear purpose at the
beginning of coaching session will
enable you to conduct focused
and productive discussion
15. Elements of Good Coaching Session
Establish
ground
rules
•
As with any meeting, you and the
employee need to have a common
understanding of certain factors
•
The most important are time and
roles
16. Elements of Good Coaching Session
A few guidelines to keep focused :
Keep
focused
•
Avoid making “noise” – anything
that distracts from the atmosphere
•
Don‟t look at your desktop or PDA
•
Don‟t touch your papers
•
Don‟t answer the telephone
17. Elements of Good Coaching Session
•
Develop
dialogue
A Don‟t launch into a monolog
•
If you‟re coaching effectively, your
employee should probably do most
of the talking
18. Elements of Good Coaching Session
Speak
clearly
•
These tips will help you
communicate more effectively:
•
Use the simplest, most
common terms
•
Avoid the jargon
•
Be specific
•
Use the known to explain the
unknown
19. Elements of Good Coaching Session
Discuss one
specific issue
•
Define the issue and limit the
discussion to something
manageable
•
You‟ll get other chances to discuss
other concerns – but only if you
resolve this specific concern right
now
21. Seven Communication Principles for Coaching
1. Soften the „you‟s or change the into “I” to avoid
sounding pushy
•
Instead of : „You‟ll have to….‟, say „Could you….‟
Or „Would you be able to….‟
2. Focus on the solution, not the problem
•
Instead of „We‟re out of milk….‟, say „We will pop
down the shop for some milk‟.
22. Seven Communication Principles for Coaching
3. Turn can’ts into cans
•
Instead of „We can‟t do that until next week‟, say
„We‟ll be able to do that next week‟.
4. Take responsibility – don‟t lay blame
•
Instead if „It‟s not my fault‟, say „Here‟s what I can
do to fox that‟.
23. Seven Communication Principles for Coaching
5. Say what do you want, not what you don‟t want
•
Instead of „Don‟t drive too fast‟, say „Drive carefully‟
6. Focus on the future, not the past
•
Instead of “I‟ve told you before not to……, say „From
now on…….”
7. Share information rather than argue or accuse
•
Instead of „No, you‟re wrong‟, say „I see it like this….‟
24. E – explore by asking questions
A – affirm to show you are listening
R – reflect your understanding
S – silence, listen some more
25. To listen more effectively…..
Attend physically – the right body language helps us to
focus on the speaker and encourages the speaker to give
us more information.
Attend mentally – follow the speaker‟s flow of thought,
listen to understand, not evaluate; listen first, then assess
Check it verbally – paraphrase, clarify, probe further,
summarize your understanding
26. Good Habits of Effective Listeners
•
Looking at the speaker in order to observe body language
and pick up subtle nuances of speech
•
Asking questions
•
Giving speakers time to articulate their thoughts
•
Letting people finish what they are saying before giving
their opinion
•
Remaining poised, calm, and emotionally controlled
•
Looking alert and interested
•
Responding with nods and „uh-uhms‟
28. Asking Questions in Coaching Session
•
An effective
question is
BRIEF
The longer the question, the
more likely you are to louse it up
•
Short sentences aren‟t just easier
to understand, they are also
easier to say.
•
To keep you question brief, think
about two things : 1) what do you
want to learn from then answer?
2) what words will best elicit this
information?
29. Asking Questions in Coaching Session
•
An effective
question is
FOCUSED
Target a single and a particular
aspect of that subject per
question
•
If you don‟t, you may render any
answer meaningless
30. Asking Questions in Coaching Session
•
An effective
question is
RELEVANT
Keep you questions on subject
and on target
•
If an answer strays off the point,
tactfully refocus
31. Asking Questions in Coaching Session
•
An effective
question is
CONSTRUCTIVE
You need to accentuate the
positive in you approach to
questioning, not because it make
you seem nicer, but because
your questions will be more
effective
32. Exploring Questions
Open
Questions
Open questions yield lots of information
because they allow a person to explain what is
most important or interesting and encourage
elaboration.
Probing
Questions
Probing questions are those that relate to the
topic we want to explore further. They
encourage the speaker to flesh out the details.
33. Closed vs. Open Questions
When did that happen?
What led up to that?
Was your trip successful?
What did you manage to
accomplish on your trip?
Did you like the candidate?
In what ways do you think that
candidate meets our need?
Did you have a good meeting?
What happened at the meeting?
34. Some Probing Questions
•
Can you be more specifics?
•
Can you give me an example of that?
•
What happened then?
•
For instance?
•
How does this affect you?
•
What might cause that, do you think?
•
Can you fill me in on the details?