What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. Managers may have to perform well, depending upon a variety of situations at various places along a continuum, ranging from ensuring employees comply with established processes and procedures at one end, to career development and skill improvement towards the other end. Who’s to say which of the outcomes is more or less important? In fact, we’d probably agree that the outcomes suggested by such a continuum are all important depending upon the situation. With so many possible outcomes and objectives legitimately competing for our managers’ attention, are there a set of uniform skills or competencies we can use to guide our managers ongoing training and development? In this webinar you’ll learn: Why coaching skills are important for your managers, leaders and organization What is coaching and how to apply key skills to align with specific employees and situations An overview of traditional coaching models and what you can do to improve them How we can get managers to make time to coach A “coaches toolkit” that includes emerging competencies for managers and leaders The key difference between coaching and mentoring

2. Presenting Today
Lezlie Stephens
Sales Enablement and Coach
BizLibrary
lstephens@bizlibrary.com
Erin Boettge
Content Marketing Manager
BizLibrary
eboettge@bizlibrary.com
Follow along on Twitter: #BizWebinar @BizLibrary

3. BizLibrary helps organizations succeed by improving the way employees
learn.
www.bizlibrary.com/free-trial

4. Poll Question:
How would you describe your manager training and
development?
a. Ad-hoc at best
b. Reactionary
c. Foundational, but nothing on-going
d. Plans are outlined, but not necessarily aligned to biz goals
e. Strategic and continuous

5. Poll Question:
What is your managers’ biggest challenge when coaching
employees?
a. Building the relationship
b. Identifying performance gaps
c. Asking questions and problem solving
d. Supporting and encouraging
e. Driving results

6. WHAT YOU SHOULD BE ABLE TO TAKE-AWAY:
A
How coaching can improve the performance of your employees and
organization.
How to develop your managers coaching skills based on leadership styles.
How to develop a coaching method/model that will work for your managers
and organization.

7. WHY COACHING SKILLS ARE IMPORTANT FOR YOUR
MANAGERS?
Top Missing Skills In
Mid-Level Leaders
1. Coaching
2. Performance Appraisal
3. Developing Others
4. Managing Change
5. Communications
6. Business Acumen
SOURCE: Bersin by Deloitte
21%
Organizations with senior leaders who coach effectively and
frequently
IMPROVE BUSINESS RESULTS BY 21%
SOURCE: Bersin by Deloitte

8. Coaching is a process that enables learning and development
to occur and thus performance to improve.
To be successful a Coach requires a knowledge and
understanding of process as well as the variety of styles, skills
and techniques that are appropriate to the context in which the
coaching takes place.”
Source: Eric Parsloe, The Manager as Coach and Mentor
“

9. BUSINESS COACHING
EXECUTIVE COACHING
CAREER COACHING
LIFE COACHING
What is Coaching?

10. ENCOURAGEMENT
EMPOWERMENT
DIRECTION
AND ORDERS
FEEDBACK AND
PRAISE
ROOKIE:
HiTell, LoPraise
CONTRIBUTOR:
HiTell, HiPraise
KEY PLAYER:
LoTell, HiPraise
CAPTAIN:
LoTell, LoPraise
SOURCE: Coaching Skills:
Leadership Styles (Part 2
of 5), ej4
COACHING AND LEADERSHIP

11. COACHING AND LEADERSHIP
ENCOURAGEMENT
EMPOWERMENT
ROOKIE:
HiTell, LoPraise
CONTRIBUTOR:
HiTell, HiPraise
KEY PLAYER:
LoTell, HiPraise
CAPTAIN:
LoTell, LoPraise
SOURCE: Coaching Skills:
Leadership Styles (Part 2
of 5), ej4

12. PERSONALITIES
LEARNING PREFERENCES
DISTANCE AND TECHNOLOGY
COMFORT
RELATIONSHIP OBJECTIVES
RELATIVE EXPERIENCE
Key Factors for Coach and Coachee

13. Goals
Reality
Options
Will
Current Reality
Ideal
Gaps
Action
Review
Contracting
Listening
Exploring
Action
Review
Outcome
Situation
Choices/Consequences
Actions
Review
Spot The Opportunity
Tailor The Intervention
Explain The Task
Encourage
Review
Clarify The Issue
Open Up Resources
Agree The Preferred Future
Create The Journey
Head For Success
What Coaching Model is Right?

14. Coaching Models
Help the coach assess
current performance
Identify gaps or areas for
performance improvement
Help develop a plan to
close gaps or improve
performance
How to deliver and act on
the plan

15. Coaching is building
one-on-one relationships and
managing a process that result in
specific improved performance in
targeted areas.

16. Successful Coach
RELATIONSHIPS
PROCESS
IMPROVED
PERFORMANCE

17. Today’s coaches must be multi-functional, and be equally
competent as a manager, tactician, trainer, psychologist,
physiologist, and sometimes even a counselor. You simply
cannot coach the same way as you did ten, fifteen, or twenty
years ago for a number of reasons.”
Source: Gary Curneen, Professional Coach and Blogger
“

18. MANAGER OBLIGATIONS
At any given time, a manager will function someplace on
this continuum . . . .
Supervision and
Compliance
Achievement of Goals

19. A Coaching Process Checklist
1. Positive approach
2. Future orientation
3. Two-way communication
4. Coach listens more than talks, employee must be committed to frank
discussion about needs
5. Coach heavily invested in success of employee
6. Commitment to continuous learning by BOTH parties
7. Desire for improvement

20. Essential Traits, Behaviors and Skills
TRAITS SKILLS BEHAVIORS
For Coaches
• Positive
• Future-oriented
• Curious
• Collaboration
• Learning facilitator
• Educator/teacher
• Continuous learner
• Outward focus
• Active, engaged
listener

21. Coaches Toolkit
Communication
Performance
Management
Emotional
Intelligence
Business Acumen

22. Communication
Key Skills
Active listening
Learning to frame and ask
effective questions
Courageous conversations

23. Communication
Purpose
1. Identify obstacles to employee success
2. Find solutions or ways to overcome obstacles
3. Establish agreed upon definitions of success
and plan of action
4. Gain commitment and engagement

24. 3 Questions a Manager Should Ask
Does the employee have the
capacity to perform and
improve?
Does the employee have a
positive attitude?
Is the employee
curious?

25. Performance Management
Key Skills
Understand employee engagement and
motivation
Goal setting
Delegation

26. Performance Management
Purpose
1. Identify strengths and weaknesses
2. Outline goals and objectives
3. Understand how to prioritize and capitalize on strengths
4. Improve performance in targeted areas

27. Business Acumen
Key Skills
Business operations and
functions
Making decisions
Industry knowledge

28. Business Acumen
Purpose
1. Professional level understanding
2. Influencers and key stakeholders
3. The decision-making process

29. Emotional Intelligence
Key Skills
Self awareness, motivation and regulation
Build effective relationships

30. Emotional Intelligence
Purpose
1. Guide employees through workplace conflicts and difficult
situations
2. Adaptability in a fast-changing work world
3. Positive response to diversity in thought and culture

31. How can we get
managers to make
time to coach?

32. • Part of a
manager/supervisor job
• Job and performance
focused
• Interest is functional
• Driven by manager
• Relationship is based on
specific job role
Coaching vs. Mentoring
• Outside the manager /
employee relationship
• Focused on professional
development
• Focus on mentee,
personally and
professionally
• Across job boundaries
COACHING
VS.
MENTORING

33. Asking rather than telling.
How to think, not what to think.

34. Key Take-Aways
How to communicate the importance of developing the coaching skills of your
managers and leaders.
Coaching models and how you can adopt and adapt them for your organization.
Four key competencies to develop with your managers and leaders.
Four key competencies to develop with your managers and leaders.

35. Developing Coaching Skills
Short Video Series to get
started
• Coaching Others to Higher
Performance
• The Readiness Stairs Model
• Coaching Novices to Experts
• Using the Right Style
• Coaching Others Step-by-Step
• Closing the Loop with Feedback
• Coaching Tips

36. Developing Emotional Intelligence
Short Video Series
• What is Emotional Intelligence?
• Developing Self-Awareness
• Developing Self-Regulation
• Developing Self-Motivation
• Developing Empathy
• Developing Effective Relationships
• Emotional IQ and DISC

37. Try out these video lessons and
more!
Thousands of videos and unlimited access for your
employees.
www.bizlibrary.com/free-trial