Uploaded byNational HRD Network
Coaching for Engagement
The document discusses how coaching conversations between leaders and employees can improve employee engagement by focusing on strengths and thinking processes rather than just issues. It notes that typical organizational focus is on issues, but that coaching conversations should center on exploring an employee's strengths and thought processes to lead to better results rather than simply addressing surface-level problems or opportunities. Coaching in this way helps transform job performance and engagement.
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Coaching for Engagement
- 1. Amazing Results ThroughPowerful Conversations
- 2. Relationship between UsingStrengths and Engagement
- 3. Percentage of People Using their Strengths Every Day
- 4.
- 5. Conversations Lead toResults
- 6. LEADER “ COACHEE”ISSUE FOCUS ON THEIR THINKING PROCESS – not on the issue on the table FOCUS ON THE ISSUE – problem or opportunity Source: “ Quiet Leadership: Six Steps to Transforming Performance at Work ” by David Rock (p. 39) How a ‘coaching’ conversation is Different
- 7. A Leader’s Guideto Coaching For Engagement
Editor's Notes
- #5 Coaching creates relationships. It is a useful tool in team building one on one relationships and resolving conflict Most of all, powerful relationships help create engagement. Engaged employees are those who perform better because they apply their discretionary effort that goes beyond the minimal contribution. Typically 29% of our employees re engaged, 55% are not fully engaged or neutral and 16% are actively disengaged. Coaching is typically focused on the engaged (keeping them engaged) and those who are neutral because a big part of helping them become engaged building a connection with their manager or company and building a sense of achievement July, 2006 WestJet Organizational Review
- #6 5 MINUTES An organization is the sum of it’s conversations Definition of engagement : that discretionary level of effort, creativity, commitment, etc. that each person brings to work that goes beyond the nominal or minimum acceptable contribution. Article from the Financial Post recently was entitled “Work stress costing $33 billion a year in lost productivity. The first paragraph starts as follows: “ Many experts see worker productivity as the key to a successful economy. Studies and reports abound emphasizing the connection between worker engagement and increased bottom-line results.” “ The fastest growing category of disability insurance claims in this country is related to stress and burnout.” Remember Dr. Seligman – happiness is connected to engagement
- #7 5 MINUTES