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Module One:
Getting Started
This workshop focuses on how to better
coach your employees to higher
performance. Coaching is a process of
relationship building and setting goals. An
easy-to-understand coaching model taught
in this workshop will guide you through
the process.
What
makes a
good coach?
Complete
dedication.
George
Halas
Workshop Objectives
Define
coaching
and
mentoring
Set
appropriate
goals
Build and
foster trust
Overcome
common
obstacles
Module Two: Defining Coaching
and Mentoring
The goal of this module is to define
both concepts and introduce a
coaching model that will allow you to
focus on improving performance. Let
us begin by defining what coaching
is.
We are all
capable of
change and
growth; we
just need to
know where to
begin.
Blaine Lee
What is Coaching?
Trainer
Instructor
Tutor
Focus on one or two skills at a time
Their interaction is planned and structured
What is Mentoring?
Guiding Counseling
Supporting
Different from
coaching
Introducing the G.R.O.W. Model
Goal setting
Reality check
Options
developed
Wrap it up
with a plan
Module Three:
Setting Goals
This module will discuss setting goals
with an easy-to-remember
technique. This is the first
component or the “G” of the GROW
method of coaching. Let us explore
what this is and how to develop it.
If you don’t
know where
you are going,
you will
probably end
up somewhere
else.
Lawrence J.
Peter
Goals in the Context of GROW
Starting in the right direction
Coaching time is more efficient
Plan ahead and prepare targeted
questions
Direct and avoids meandering
Identifying Appropriate
Goal Areas
How will you know you reached that goal?
What do you think is keeping you from reaching this goal?
Where are you in relation to those goals?
What goals are you working on right now?
Setting SMART Goals
Specific
Measurable
Attainable
Realistic
Timely
Module Four:
Understanding the Realities
In this module, you will learn how to
place that stake in the ground,
marking the beginning of the
coaching journey. Examining the
current realities is the second
component or the “R” of the GROW
model.
Reality is that
which, when
you stop
believing in it,
doesn’t go
away.
Philip K. Dick
Getting a Picture of
Where You Are
What is happening now?
How often is this happening?
When does it happen?
What is the affect?
Identifying Obstacles
Antidote given
Root out the cause
Identify the obstacle
Exploring the Past
Goals that were met
Great behaviors
Great attitudes
Problems solved
Module Five:
Developing Options
This module discusses how to explore
options that will enable your
employee to move towards the goal
that was set before them. This is the
next component or the “O” in the
GROW model.
When a person
acts without
knowledge of
what he thinks,
feels, needs, or
wants, he does
not yet have the
option of
choosing to act
differently.
Clarke
Moustakas
Identifying Paths
Buy-in by your employee
Innovation, more creativity is
possible when two work at it
Growth, the options developed
will have more meaning
Choosing Your Final Approach
Does this option build new
supporting skills?
Does this option meet the
time requirement of the goal?
Is this option measurable?
Structuring a Plan
What are you going to do:
Tomorrow?
Two
weeks?
Thirty
days?
Module Six: Wrapping it
All Up
In this module, you are going to learn
how to finalize your employee’s plan
in a way that motivates them to take
action immediately. Wrapping up the
coaching session is the final
component or the “W” in the GROW
model to coaching.
A good plan
today is better
than a perfect
plan
tomorrow.
Chinese
Proverb
Creating the Final Plan
Learn Apply Measure Assess
Identifying the First Step
Employee feels valued with the investment
Helps to foster a better working relationship
You give a chance for a role model to become a mentor
to your employee
New skills learned could be shared with other
employees
Getting Motivated
Be consistent
Be respectful
Be caring
Be flexible
Be a cheerleader
Module Seven: The
Importance of Trust
This module discusses the meaning
of trust, its relationship to coaching
and building trust. Building trust
must be a sincere desire in you. It
requires an investment in time and
emotion. Anything less will not foster
a trusting relationship between you
and your employee. First let us begin
by defining what trust is.
Without trust,
words become
the hollow
sound of a
wooden gong.
With trust,
words become
life itself.
Anonymous
What is Trust?
Built over
time
Reliance in
you by being
fair
Truthful
Trust and Coaching
Don’t
be a
DOPE
Degrading
Ostracizing
Punishing
Evaluating
Building Trust
Always respect your employees
Keep things confidential
Keep your promises
Tell them you believe in them
Module Eight:
Providing Feedback
Understanding how to structure
feedback is essential in balancing
trust with the need to discuss desired
and undesired behaviors with your
employee. In this module, you are
going to learn techniques for
delivering feedback well. Let us
begin.
I’ve learned that
mistakes can
often be as good
a teacher as
success.
Jack Welch
The Feedback Sandwich
Praise
Opportunity for growth
Praise
Providing
Constructive Criticism
Avoid addressing multiple issues
Focus on being timely
Focus on observable actions or behavior
Focus on a plan to change the behavior
Encouraging Growth
and Development
Develop a peer mentorship process
Use your internal training department
Send your employee on lend to another
department
Send your employees to seminars if your
budget allows
Module Nine: Overcoming
Roadblocks
In this module, we will discuss ways
to overcoming roadblocks. Some of
the things you will learn are
identifying common roadblocks re-
evaluate goals and focus on progress.
Roadblocks are not dead ends.
Obstacles are
those frightful
things you see
when you take
your eyes off
your goal.
Henry Ford
Common Obstacles
Lack of confidence in coaching
Fear of confrontation
Fear of failure in coaching
Afraid employee will not respond
Re-evaluating Goals
Revisit the starting point
Determine what has been
accomplished
Review the amount of time left
Focusing on Progress
Increased
communication
Build trust
Increase
motivation
Goal is reached
Build good
relationship with
your employee
Module Ten:
Reaching the End
In this module, you will learn to
recognize success, transition your
employee from this coaching goal to
another and wrapping it up. Let us
begin by discussing how to know
when you have achieved success.
The reason
goals are not
reached is that
we spend time
doing second
things first.
Robert J.
McKain
How to Know When You’ve Achieved
Success
Review the goals and compare them
Review the progress
List the behaviors
Strengths and weaknesses
Transitioning the Coach
Overview of accomplishments given
Verify your employee agrees
Engage the employee with the next level of
development
Wrapping it All Up
Your overall assessment
List of positive behaviors
Transition the employee
Organize all of your coaching documents
Module Eleven: How Mentoring
Differs from Coaching
In this module, you are going to learn
the practical differences and blend
the two for a balanced development
program. In addition, we will discover
how to integrate the GROW module
when you are mentoring your
employee and finally, you will learn
how to focus more on building
relationships.
Mentoring is a
brain to pick, an
ear to listen,
and a push in
the right
direction.
John Crosby
The Basic Differences
• Interaction is usually not
voluntary
• The focus is on a particular
job function
Coaching
• Interaction is usually
voluntary
• Career development is the
overall goal
Mentoring
Blending the Two Models
Increased flexibility
Allows you to supervise your employee
Your employee will feel more empowered
Greater satisfaction for both you and your
employee
Adapting the GROW
Model for Mentoring
What are your career goals?
Where are you in relation to your career
goal?
What are activities you think will help?
How do you want to go about this?
Focusing on the Relationship
Demonstrate
caring by listening
Demonstrate
understanding by
acknowledging and
empathizing
Demonstrate
listening by giving
your undivided
attention
Demonstrate
respect by keeping
the relationship
professional
Module Twelve:
Wrapping it Up
This is the last module of today’s
session. We hope you have learned
many things about coaching.
Remember that coaching is an
equation that includes you. Your
employee will respond better if they
see you are willing to change to help
them reach higher performance.
Things do not
change; we
change.
Henry Davie
Thoreau
Words from the Wise
John
Wooden
• If you're not making mistakes, then
you're not doing anything. I'm positive
that a doer makes mistakes.
Pearl Buck
• I don't wait for moods. You
accomplish nothing if you do that.
Your mind must know it has got to get
down to earth.
Warren
Buffett
• I don't look to jump over 7-foot bars. I
look around for 1-foot bars that I can
step over.

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Coaching & mentoring

  • 1. Module One: Getting Started This workshop focuses on how to better coach your employees to higher performance. Coaching is a process of relationship building and setting goals. An easy-to-understand coaching model taught in this workshop will guide you through the process. What makes a good coach? Complete dedication. George Halas
  • 3. Module Two: Defining Coaching and Mentoring The goal of this module is to define both concepts and introduce a coaching model that will allow you to focus on improving performance. Let us begin by defining what coaching is. We are all capable of change and growth; we just need to know where to begin. Blaine Lee
  • 4. What is Coaching? Trainer Instructor Tutor Focus on one or two skills at a time Their interaction is planned and structured
  • 5. What is Mentoring? Guiding Counseling Supporting Different from coaching
  • 6. Introducing the G.R.O.W. Model Goal setting Reality check Options developed Wrap it up with a plan
  • 7. Module Three: Setting Goals This module will discuss setting goals with an easy-to-remember technique. This is the first component or the “G” of the GROW method of coaching. Let us explore what this is and how to develop it. If you don’t know where you are going, you will probably end up somewhere else. Lawrence J. Peter
  • 8. Goals in the Context of GROW Starting in the right direction Coaching time is more efficient Plan ahead and prepare targeted questions Direct and avoids meandering
  • 9. Identifying Appropriate Goal Areas How will you know you reached that goal? What do you think is keeping you from reaching this goal? Where are you in relation to those goals? What goals are you working on right now?
  • 11. Module Four: Understanding the Realities In this module, you will learn how to place that stake in the ground, marking the beginning of the coaching journey. Examining the current realities is the second component or the “R” of the GROW model. Reality is that which, when you stop believing in it, doesn’t go away. Philip K. Dick
  • 12. Getting a Picture of Where You Are What is happening now? How often is this happening? When does it happen? What is the affect?
  • 13. Identifying Obstacles Antidote given Root out the cause Identify the obstacle
  • 14. Exploring the Past Goals that were met Great behaviors Great attitudes Problems solved
  • 15. Module Five: Developing Options This module discusses how to explore options that will enable your employee to move towards the goal that was set before them. This is the next component or the “O” in the GROW model. When a person acts without knowledge of what he thinks, feels, needs, or wants, he does not yet have the option of choosing to act differently. Clarke Moustakas
  • 16. Identifying Paths Buy-in by your employee Innovation, more creativity is possible when two work at it Growth, the options developed will have more meaning
  • 17. Choosing Your Final Approach Does this option build new supporting skills? Does this option meet the time requirement of the goal? Is this option measurable?
  • 18. Structuring a Plan What are you going to do: Tomorrow? Two weeks? Thirty days?
  • 19. Module Six: Wrapping it All Up In this module, you are going to learn how to finalize your employee’s plan in a way that motivates them to take action immediately. Wrapping up the coaching session is the final component or the “W” in the GROW model to coaching. A good plan today is better than a perfect plan tomorrow. Chinese Proverb
  • 20. Creating the Final Plan Learn Apply Measure Assess
  • 21. Identifying the First Step Employee feels valued with the investment Helps to foster a better working relationship You give a chance for a role model to become a mentor to your employee New skills learned could be shared with other employees
  • 22. Getting Motivated Be consistent Be respectful Be caring Be flexible Be a cheerleader
  • 23. Module Seven: The Importance of Trust This module discusses the meaning of trust, its relationship to coaching and building trust. Building trust must be a sincere desire in you. It requires an investment in time and emotion. Anything less will not foster a trusting relationship between you and your employee. First let us begin by defining what trust is. Without trust, words become the hollow sound of a wooden gong. With trust, words become life itself. Anonymous
  • 24. What is Trust? Built over time Reliance in you by being fair Truthful
  • 25. Trust and Coaching Don’t be a DOPE Degrading Ostracizing Punishing Evaluating
  • 26. Building Trust Always respect your employees Keep things confidential Keep your promises Tell them you believe in them
  • 27. Module Eight: Providing Feedback Understanding how to structure feedback is essential in balancing trust with the need to discuss desired and undesired behaviors with your employee. In this module, you are going to learn techniques for delivering feedback well. Let us begin. I’ve learned that mistakes can often be as good a teacher as success. Jack Welch
  • 29. Providing Constructive Criticism Avoid addressing multiple issues Focus on being timely Focus on observable actions or behavior Focus on a plan to change the behavior
  • 30. Encouraging Growth and Development Develop a peer mentorship process Use your internal training department Send your employee on lend to another department Send your employees to seminars if your budget allows
  • 31. Module Nine: Overcoming Roadblocks In this module, we will discuss ways to overcoming roadblocks. Some of the things you will learn are identifying common roadblocks re- evaluate goals and focus on progress. Roadblocks are not dead ends. Obstacles are those frightful things you see when you take your eyes off your goal. Henry Ford
  • 32. Common Obstacles Lack of confidence in coaching Fear of confrontation Fear of failure in coaching Afraid employee will not respond
  • 33. Re-evaluating Goals Revisit the starting point Determine what has been accomplished Review the amount of time left
  • 34. Focusing on Progress Increased communication Build trust Increase motivation Goal is reached Build good relationship with your employee
  • 35. Module Ten: Reaching the End In this module, you will learn to recognize success, transition your employee from this coaching goal to another and wrapping it up. Let us begin by discussing how to know when you have achieved success. The reason goals are not reached is that we spend time doing second things first. Robert J. McKain
  • 36. How to Know When You’ve Achieved Success Review the goals and compare them Review the progress List the behaviors Strengths and weaknesses
  • 37. Transitioning the Coach Overview of accomplishments given Verify your employee agrees Engage the employee with the next level of development
  • 38. Wrapping it All Up Your overall assessment List of positive behaviors Transition the employee Organize all of your coaching documents
  • 39. Module Eleven: How Mentoring Differs from Coaching In this module, you are going to learn the practical differences and blend the two for a balanced development program. In addition, we will discover how to integrate the GROW module when you are mentoring your employee and finally, you will learn how to focus more on building relationships. Mentoring is a brain to pick, an ear to listen, and a push in the right direction. John Crosby
  • 40. The Basic Differences • Interaction is usually not voluntary • The focus is on a particular job function Coaching • Interaction is usually voluntary • Career development is the overall goal Mentoring
  • 41. Blending the Two Models Increased flexibility Allows you to supervise your employee Your employee will feel more empowered Greater satisfaction for both you and your employee
  • 42. Adapting the GROW Model for Mentoring What are your career goals? Where are you in relation to your career goal? What are activities you think will help? How do you want to go about this?
  • 43. Focusing on the Relationship Demonstrate caring by listening Demonstrate understanding by acknowledging and empathizing Demonstrate listening by giving your undivided attention Demonstrate respect by keeping the relationship professional
  • 44. Module Twelve: Wrapping it Up This is the last module of today’s session. We hope you have learned many things about coaching. Remember that coaching is an equation that includes you. Your employee will respond better if they see you are willing to change to help them reach higher performance. Things do not change; we change. Henry Davie Thoreau
  • 45. Words from the Wise John Wooden • If you're not making mistakes, then you're not doing anything. I'm positive that a doer makes mistakes. Pearl Buck • I don't wait for moods. You accomplish nothing if you do that. Your mind must know it has got to get down to earth. Warren Buffett • I don't look to jump over 7-foot bars. I look around for 1-foot bars that I can step over.