This document summarizes a presentation on coaching for talent management. It discusses why coaching employees is important, providing four steps to implement coaching: 1) teach coaching skills to managers, 2) direct coaches with guidance and resources, 3) ensure coaches have time for coaching, and 4) evaluate coaches and the coaching program. It notes that organizations with effective coaching have higher employee productivity, engagement, and business results. The presentation provides tips on how to teach coaching, give direction to coaches, leverage technology to save time, and gather feedback to evaluate the program.

1. Coaching for
Success in
Talent
Management
Charles DeNault
cdenault@saba.com
@mathchuck
Sr. Director of Product Marketing
September 25, 2014

2. Why Employee Coaching?
Four Steps to Better Talent Management
1. Teach Coaching
2. Direct the Coaches
3. Time for Coaching
4. Check on the Coaches
Questions and answers throughout.
Slides and the link to the recording will be sent to all
attendees.
Agenda

3. “Managers are the key to making sure learning has
an impact on job performance”
Motivating Today’s Talk
Elliott Masie Charles Jennings

4. The English term “coach” is derived from a
medium of transport that traces its origins to the
Hungarian word kocsi meaning “carriage” that
was named after the village where it was first
made. The first use of the term coaching to
mean an instructor or trainer arose around 1830
in Oxford University slang for a tutor who
"carries" a student through an exam.
The Term Coach

5. Coaching thus has been used in language to
describe the process used to transport people from
where they are, to where they want to be.
- Wikipedia (http://en.wikipedia.org/wiki/Coaching)
Today, my focus will be on
coaching employees
by their managers.
The Term Coach, continued

6. How is coaching viewed at your company?
1. Non-existent
2. Not important
3. Present
4. Important
5. Critical
Poll

7. • Engage employees
• Get more out of
talent management
• Better business
results
We need coaching today more than ever

8. Organizations that are highly effective in teaching their
managers to coach have
• 42% higher employee productivity
• 33% higher employee engagement
• 30% more likely to have strong business results.
• Nearly 3 times more likely to have significantly better talent
management results.
Coaching Correlates to Strong Business Results
High Impact Performance Management: Maximizing Performance Coaching
Stacia Sherman Garr, Bersin by Deloitte
http://www.bersin.com/News/Details.aspx?id=15040

9. •Trusted
•Good listener
•Supportive,
encouraging,
motivating
•Good with praise and
feedback
Many Coaching Models, but Similar Attributes

10. •Displayed good or excellent coaching attributes
•Delivered good or excellent results
•Perceived to have the right skills (exclusive of
managing and coaching skills)
•Has been with the company a long time
•Other (please share in chat)
Poll:
Why does someone get promoted to manager at
your company?

11. •Instruction (Reading, eLearning, or Instructor led)
•Role Play – Workshop
•Inexpensive
1. Coaching Can Be Taught

12. Give your coaches
guidance
•Webinar
•FAQ
•Community with
Discussions
•TMS / LMS
Notifications &
Evaluations
2. Direction

13. •3.1% of your time – Daisy Wademan Dowling
(http://blogs.hbr.org/2009/02/the-31-coach/)
•Nano-coaching – Elliott Masie
http://trends.masie.com/archives/2011/9/22/686-idea-nano-coaching-and-nano-mentoring.html
•Leverage down time and technology
Mobile phone, video meetings, email, Skype, IM, Social Groups
3. Coaches Need Time

14. •Collect Feedback
 360 assessment
 Informal feedback
•Employee survey
4. Evaluate Your Coaches and Program

15. Coaching Program Checklist
Assess Coaching needs at your company
Assess Executive support for coaching
Coaching learning content
Coaching practice / workshop
Promote time saving
technologies and strategies
Provide direction and a place for questions
Leverage your Learning/Talent Management System for
notifications and evaluations
Gather feedback informally
and formally
If possible, use the employee
survey segmenting on
coached vs non-coached
employees

16. Thank You