Coaching is a blend of training and mentoring that helps employees become more successful by identifying and eliminating roadblocks and unleashing their potential to prepare them for the next level. Coaching involves both short-term performance improvement and long-term performance development. It is an ongoing, interactive and collaborative process based on honesty and trust. While coaching does not always provide answers, it helps employees calibrate to find the answers themselves. Coaching provides benefits for employees such as skills growth, motivation and job satisfaction, and benefits for leaders and organizations such as increased productivity, engagement and performance. Common coaching challenges like lack of time can be overcome by prioritizing coaching for interested employees, and lack of training can be addressed by acquiring relevant skills

1. COACHING
is
LEADERSHIP
SANDEEP GUPTA

2. LET’s CLARIFY
TRAINING is helping employees to acquire the skills
they need to do perform their jobs.
MENTORING is high level support, and advice on the
basis of previous experiences.
COACHING is just perfect blend of training and
mentoring that :
* Make other people more successful.
* Help them identify and eliminate road-blocks
* Guide to unleash their potential
* Prepare for the next level
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3. What is
COACHING !!
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4. COMPONENTS OF
COACHING
SHORT TERM
& LONG TERM
Short term is
Performance
improvement
(increase in
effectiveness)
and long term is
Performance
Development
(help to prepare
for future).
RELATIONSHIP
Coaching is
ongoing &
interactive which
is continuous
process based on
honesty and
trust.
FORMAL /
INFORMAL
Coaching can be
both formal and
informal and as
the relationship
continues, it not
necessary needs
formal setups.
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DOESNOT
PROVIDE ALL
THE ANSWERS
Coaching not
always provide
the answers, but
calibrate to find
the answers.
NOT IDEAL FOR
EVERY
SITUATION
Sometimes, you
just need to
command
without scope of
explanation.

5. WHY!
THE
COACHING
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6. BENEFITS for
the employees
╸ Growth of Skills.
╸ Feeling respected.
╸ Higher
motivation.
╸ Job satisfaction
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BENEFITS for the
Leaders for coaching
╸ Take a collaborative
approach
╸ Emphasis on relationships.
╸ Increased accountability.
╸ Greater creativity.
╸ Rewarding work
╸ Elevated career potential
BENEFITS to the
Organization
╸ Higher productivity
╸ Employee engagement
╸ Increased retention.
╸ Increased performance.

7. COMMON
COACHING
CHALLENGES
AND HOW TO OVERCOME THEM

8. Challenges in Coaching
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Not
enough
time
Coach those who show interest.
Delegate some of your work.
Shuffle your priorities.
Lack of formal
training
Acquire relevant skills.
Apply the proven models.
Practice and ask for feedback
Distraction
from
competing
roles
Employee should feel that
you are interested and
invested.
Resistance
from
Difficult
employees
Maintain positive mindset.
Try to suspend judgement
Give benefit of doubt.
Assume positive intent.

9. “PRINCIPLES
OF
COACHING”
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10. LET’S REVIEW SOME
CONCEPTS
PRINCIPLE OF
DISCOVERY
From generalizing to
specifics.
COACHEE’S
PERSPECTIVE
Understand clearly
your coachee’s point
of view to have more
data
CURRENT SITUATION
to IDEAL SITUATION
Identify the Gap
between current
situation and where
you need to go.
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SOLUTION
DISCOVERY
Take suggestions
from your coachee
before giving
recommendations.
ACTION PLAN
Translate your
discussion to
behaviour for desired
results.
FOLLOW UP &
SUPPORT
Continuous follow up
keep coachee
motivated and
correction if needed.

11. GROW
MODEL
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😉

12. The Grow Model
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G
Set your goals after evaluating
potential of your coachee.
How to measure the progress.
R
Examine reality of Current
performance of coachee, which
are areas of improvization.
O
Explore options to reach the
Goals and discuss the
challenges as well.
W
Establish the will to act, by making
discussions into decisions.

13. COACHING SKILLS
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14. LISTENING SKILLS
ACTIVE LISTENING
Avoid Distractions
LISTEN ON A DEEPER
LEVEL
Listen by prompting
coachee with open
ended questions
BE PATIENT
While listening, and
don’t jump into
conclusions or
volunteer advices.
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MANAGE YOUR
BODY LANGUAGE
Body in line with your
conversation, avoid
natural distractions.
CLARIFY CONFUSION
Immediate resolution
of confusions and
contradictory
situations.
SUMMARIZE AND
PARAPHRASE
You confirm , you
understood.

15. GIVE FEEDBACK AS A COACH
SPECIF IC
Instead of general
comments, give
precise feedback.
Don’t assume, ask !
TIMELY
Whether a good
performance or
behavioral issue.
Address timely and
not only at year end.
PURSPOSEFUL
Ask yourself for
relevance and
significance of the
feedback.
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TACTFUL
Emphasize on
problemactic
behaviour or situation
and not on person.
Keep check on
emotions and choose
words wisely.
ONGOING
Feedback should be
ongoing process, and
your coachee should
feel that you are
concerned for his
success.

16. GOAL SETTING AS A COACH
COACHING PURPOSE
To elevate skills,
performance of
coachee and prepare
for NEXT LEVEL.
LET COACHEE
PARTICIPATE IN GOAL
SETTING
This cultivate a greater
sense of responsibility.
CONNECT INDIVIDUAL
GOALS TO BIG PICTURE
Career goals to be linked with
value addition to the
organization.
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KEEP THE COMMITMENT
ALIVE
Pay close attention towards
the progress and just in
time support gives
enormous motivation to
coachees.
REMAIN FLEXIBLE WITH YOUR
COACHING GOALS
Situations change and new
opportunities emerge. So tune your
Goals accordingly as a collaborative
decision with your coachee.

17. CONCLUSION
Coaching is proven to make positive
change in employees as well as
employer, and ultimately to the
Organization.
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18. THANKS!
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