The document discusses the importance and benefits of coaching in the workplace. It notes that over 70% of employees report being disengaged and that the number one reason is poor management by their immediate manager. Coaching by managers can increase productivity by 86% compared to just 22% with training alone, and can return $6 for every $1 spent on coaching. The document then outlines the coaching process, which involves identifying coaching opportunities, gaining agreement on goals, taking action, and following up. It emphasizes that coaching helps employees maximize their performance by collaboratively identifying opportunities for empowerment.

1. Coaching Isn’t Everything, It’s the Only Thing:
Presented by Lytton Gilliland
Coaching for Workplace Performance
Oct. 27, 2010

2. The Reality of Employment
► Over 70% of people in the workforce report not being
engaged and 60% plan to leave their job when the
economy turns around.
(Source: Right Management)
► The number one reason? The immediate manager.
(Source: Gallup Organization)
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3. Why Coaching?
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► Two months of the average worker’s
year is wasted.
► Cost to businesses due to wasted
time is $150 billion
(Source: Robert Hall International)

4. Why Coaching?
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► Coaching by managers can
return $6 for every dollar
spent on coaching.
(Source: Manchester, Inc.)

5. Why Coaching?
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► Training, when combined
with coaching, increases
productivity by 86%, as
opposed to a 22% increase
with training alone.

6. Why Coaching?
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► Surveys
► Trade shows
► Conferences
► Market research calls

7. Why Coaching?
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► Training on which skill sets would have the greatest
impact in your organization?

8. What is Coaching?
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► Coaching is the process of
helping your direct reports
learn to maximize their
performance by
collaboratively identifying
and acting on opportunities
for empowerment.

9. What is Coaching?
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Coaching is the process of helping your direct
reports learn to maximize their performance by
collaboratively identifying and acting on
opportunities for empowerment.

10. What is Coaching?
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Coaching is the process of helping your direct
reports learn to maximize their
performance by collaboratively identifying
and acting on opportunities for empowerment.

11. What is Coaching?
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Coaching is the process of helping your direct
reports learn to maximize their performance
by collaboratively identifying and acting on
opportunities for empowerment.

12. What is Coaching?
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Coaching is the process of helping your direct
reports learn to maximize their performance by
collaboratively identifying and acting on
opportunities for empowerment.

13. What isn’t Coaching?
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► How is it different from:
 Training?
 Mentoring?
 Performance counseling?
 Feedback?

14. The Coaching Process
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► Step 1: Identify the need and opportunity for coaching
relationships

15. The Coaching Process
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16. Factors of Performance
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► Ability – the skills and
resources needed to do the
work
► Attitude – the mindset
needed to do the work

17. Put a Number On It
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► Make the performance issue
measurable
► “I just don’t think Pete is up for
this task.”
► “Pete has received 5 customer
complaints this week.”

18. The Coaching Process
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► Step 2: Gain agreement on the coaching opportunities,
obstacles, and goals

19. Conducting the Coaching Conversation
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► Are we both aware there is a
coaching issue?
► Do we agree on the coaching
issue?
► What is the employee’s goal for
the relationship?
► What are the sources of challenges
and obstacles to improved
performance?
► What does success look like?

20. Conducting the Coaching Conversation
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► Create Space
 Pick the right time
 Find a location
 Remove distractions
 Adjust your body
language
 Set the stage

21. Conducting the Coaching Conversation
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► Build Trust
 Prove your intent to empower
 Prove your ability to empower
 Gain trust by demonstrating
trust

22. Conducting the Coaching Conversation
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► Understand Motivation
 Don’t assume
 Ask
 Listen
 Align

23. Conducting the Coaching Conversation
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► Offer options, not advice

24. Conducting the Coaching Conversation
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► Brainstorm
 Select a starting place
 Expect the unexpected
 Consider, combine, and
construct
 Make it happen

25. The Coaching Process
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► Step 3: Take action and follow up on goals for success
and improvement

26. Following Up
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► Measure results
► Instill accountability
► Give feedback
► Support your employees

27. Practice!
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► Identify the need and
opportunity for coaching
relationships
► Gain agreement on the
coaching opportunities,
obstacles, and goals
► Take action and follow
up on goals for success
and improvement

28. Don’t Practice!
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► Jump in together

29. Practice!
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► Role play
► Simulations

30. Reality vs. Fantasy
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31. The Crown of Coaching
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► Manage explorers
► Assign them to tasks
► Engage them in coaching conversations

32. The Crown of Coaching
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33. The Crown of Coaching
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► Performance feedback

34. Wrap Up
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► Why coaching is important
► What coaching is
► Coaching process, tips, and techniques
► Learning and practicing Mastering Management

35. Questions and Answers
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For more information on Mastering Management: Coaching,
contact us at sales@enspire.com.
Lytton Gilliland
Enspire Learning
Lytton@enspire.com