Developing effective coaches in your organization is critical to its success. When armed with effective coaching skills and the inclination to coach workers regularly, managers and supervisors can dramatically uplift business results and the performance and lives of their workers.
According to a study by Bersin by Deloitte, organizations with senior leaders who coach can effectively and frequently improve business results by 21 percent compared to those who never coach.
Join BizLibrary's Libby Mullen, as she uncovers key elements of training you can implement to develop leaders that are able to create measurable differences in performance through coaching.
You will learn:
- The difference between coaching and mentoring
- How to assess, match and apply key coaching skills to align with specific employees and situations
- How to develop the most effective coaching models for your organization
- Skills development exercises to include in your training design
A "coaches’ toolkit" that includes emerging competencies for managers and leaders
Developing the Coaching Skills of Your Managers and Leaders | Webinar 06.23.15BizLibrary
What are the obligations of managers? It 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. In this webinar we'll discuss: why coaching skills are important, traditional coaching models and how we can improve them, emerging principles and competencies for managers and leaders, the difference between coaching and mentoring.
www.bizlibrary.com
Developing the Coaching Skills of Your Managers and Leaders | Webinar 03.10.2015BizLibrary
What are the obligations of managers? It 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. In this webinar we'll discuss:
• Why coaching skills are important
• Traditional coaching models and how we can improve them
• Emerging principles and competencies for managers and leaders
• The difference between coaching and mentoring
www.bizlibrary.com
Developing the Coaching Skills of Your Managers and LeadersBizLibrary
What are the obligations of managers? It 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. In this webinar we'll discuss:
• Why coaching skills are important
• Traditional coaching models and how we can improve them
• Emerging principles and competencies for managers and leaders
• The difference between coaching and mentoring
www.bizlibrary.com
Developing the Coaching Skills of Your Managers and Leaders [Webinar 04.13.16]BizLibrary
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
www.bizlibrary.com
Coaching Skills for Your Managers and Leaders - Webinar 10.21.14BizLibrary
What are the obligations of managers? It 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.
www.bizlibrary.com/webinars
Developing the Coaching Skills of Your Managers and Leaders | Webinar 06.23.15BizLibrary
What are the obligations of managers? It 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. In this webinar we'll discuss: why coaching skills are important, traditional coaching models and how we can improve them, emerging principles and competencies for managers and leaders, the difference between coaching and mentoring.
www.bizlibrary.com
Developing the Coaching Skills of Your Managers and Leaders | Webinar 03.10.2015BizLibrary
What are the obligations of managers? It 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. In this webinar we'll discuss:
• Why coaching skills are important
• Traditional coaching models and how we can improve them
• Emerging principles and competencies for managers and leaders
• The difference between coaching and mentoring
www.bizlibrary.com
Developing the Coaching Skills of Your Managers and LeadersBizLibrary
What are the obligations of managers? It 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. In this webinar we'll discuss:
• Why coaching skills are important
• Traditional coaching models and how we can improve them
• Emerging principles and competencies for managers and leaders
• The difference between coaching and mentoring
www.bizlibrary.com
Developing the Coaching Skills of Your Managers and Leaders [Webinar 04.13.16]BizLibrary
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
www.bizlibrary.com
Coaching Skills for Your Managers and Leaders - Webinar 10.21.14BizLibrary
What are the obligations of managers? It 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.
www.bizlibrary.com/webinars
Developing the Coaching Skills for Your Managers and LeadersErin Boettge
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
SuperStar Coaching: How to Create a High Performing TeamRick Conlow
Research shows that excellent coaching can improve employee productivity 88%. Too many managers say, "I don't have time to coach." This is an excuse. Most don't know how to do it well or focus only on poor performers. Elite performers in the Olympics for example, have coaches. Coaching is for everyone. Most people think they are performing better than they are. Most can perform significantly better than their current results. Learn a five step coaching model, why coaching works, qualities of effective coaches and more. Watch your leadership effectiveness soar.
This is a webinar for EVERY LEADER IN YOUR ORGANIZIATION who are responsible for providing feedback to their employees. If you would like your leaders to demonstrate greater managerial courage and provide timely feedback to their employees then make it a must for every front line leader, supervisor, manager, director, vice president and executive to attend this webinar.
In the webinar you will learn:
Good performance rarely happens by accident.
How to implement performance coaching.
Performance appraisals vs. performance coaching – understanding what’s wrong with the performance review and how to fix it.
Common threads of coaching and development.
Essential management skills.
Five elements of successful coaching: Job Fit, Motivation, Chemistry with the Manager, Team Chemistry and Leadership.
ReadySetPresent (Coaching PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Being capable of coaching is an important skill that can transform a manager’s scope of influence. 100+ PowerPoint presentation content slides. Coaching PowerPoint Presentation Content slides include topics such as: 25 slides on the characteristics and skills of coaches, Benefits of coaching, techniques for coaching, 8 slides on the "we need to talk" coaching meeting, 10 slides on dealing with poor performance, avoiding coaching pitfalls, 20 slides on the 6- step coaching model, a 1 minute guide to praise/reprimands, discussing recurring problems, 20+ slides on modeling coaching behavior, building a coaching atmosphere and assessing your coaching style. Learn how to utilize open and closed questions, how to's and more!
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Developing the Coaching Skills of Your Managers and Leaders - Webinar 08.19.14BizLibrary
Whether you’re a manager developing your employees or working to improve your own skills andcapabilities, effective coaching skills impact business results. According to a study by Bersin by Deloitte, organizations with senior leaders who coach can effectively and frequently improve business results by 21% compared to those who never coach.
In this webinar we'll discuss:
why coaching skills are so important
the objective of coaching in ourorganizations
emerging principles in employee coaching for managers
the objective of coaching in our organizations
traditional models and how we can improve them
a coaching toolkit for your managers
www.bizlibrary.com/webinars
Learn about, knowledge about coaching skills, talent development program, support structure for new talents, alignment of company mission, vision and obejctives
In this webinar delivered for the IIC&M Bettina Pickering explains why coaches are in effect leaders, and leaders should adopt a coaching style.
She covers the
- key qualities that great coaches and leaders have in common
- 3 core coaching/leadership qualities with practical examples drawn from her research of interviewing/surveying 30 coaches globally
- self-leadership and a process to develop each quality further
What is Workplace Coaching and why you should implement it?The Pathway Group
What is Workplace Coaching and why you should implement it? Workplace Coaching for Team Leaders and First Line Managers ILM Award Level 3. You should develop understanding and competence in coaching skills, including the role, responsibilities, behaviours and characteristics of the workplace.
Coaching is more about asking the right questions than providing the right answers. Coaching is essentially about using effective questioning to help individuals
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
This PPT talks about how to coach your team effectively. For more information visit: https://www.tools4management.com/article-category/team-management/
Developing the Coaching Skills of Your Managers and Leaders | Webinar 09.09.15BizLibrary
What are the obligations of managers? It 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. In this webinar we'll discuss:
Why coaching skills are important
Traditional coaching models and how we can improve them
Emerging principles and competencies for managers and leaders
The difference between coaching and mentoring
Collaboration
Supervision
www.bizlibrary.com
Developing the Coaching Skills of Your Managers and Leaders | Webinar 01.28.16BizLibrary
In this webinar, Vice President of Organizational Strategy at BizLibrary, Chris Osborn, will discuss why and how to develop the coaching skills of your organization’s managers and leaders.
www.bizlibrary.com
Developing the Coaching Skills for Your Managers and LeadersErin Boettge
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
SuperStar Coaching: How to Create a High Performing TeamRick Conlow
Research shows that excellent coaching can improve employee productivity 88%. Too many managers say, "I don't have time to coach." This is an excuse. Most don't know how to do it well or focus only on poor performers. Elite performers in the Olympics for example, have coaches. Coaching is for everyone. Most people think they are performing better than they are. Most can perform significantly better than their current results. Learn a five step coaching model, why coaching works, qualities of effective coaches and more. Watch your leadership effectiveness soar.
This is a webinar for EVERY LEADER IN YOUR ORGANIZIATION who are responsible for providing feedback to their employees. If you would like your leaders to demonstrate greater managerial courage and provide timely feedback to their employees then make it a must for every front line leader, supervisor, manager, director, vice president and executive to attend this webinar.
In the webinar you will learn:
Good performance rarely happens by accident.
How to implement performance coaching.
Performance appraisals vs. performance coaching – understanding what’s wrong with the performance review and how to fix it.
Common threads of coaching and development.
Essential management skills.
Five elements of successful coaching: Job Fit, Motivation, Chemistry with the Manager, Team Chemistry and Leadership.
ReadySetPresent (Coaching PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Being capable of coaching is an important skill that can transform a manager’s scope of influence. 100+ PowerPoint presentation content slides. Coaching PowerPoint Presentation Content slides include topics such as: 25 slides on the characteristics and skills of coaches, Benefits of coaching, techniques for coaching, 8 slides on the "we need to talk" coaching meeting, 10 slides on dealing with poor performance, avoiding coaching pitfalls, 20 slides on the 6- step coaching model, a 1 minute guide to praise/reprimands, discussing recurring problems, 20+ slides on modeling coaching behavior, building a coaching atmosphere and assessing your coaching style. Learn how to utilize open and closed questions, how to's and more!
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Developing the Coaching Skills of Your Managers and Leaders - Webinar 08.19.14BizLibrary
Whether you’re a manager developing your employees or working to improve your own skills andcapabilities, effective coaching skills impact business results. According to a study by Bersin by Deloitte, organizations with senior leaders who coach can effectively and frequently improve business results by 21% compared to those who never coach.
In this webinar we'll discuss:
why coaching skills are so important
the objective of coaching in ourorganizations
emerging principles in employee coaching for managers
the objective of coaching in our organizations
traditional models and how we can improve them
a coaching toolkit for your managers
www.bizlibrary.com/webinars
Learn about, knowledge about coaching skills, talent development program, support structure for new talents, alignment of company mission, vision and obejctives
In this webinar delivered for the IIC&M Bettina Pickering explains why coaches are in effect leaders, and leaders should adopt a coaching style.
She covers the
- key qualities that great coaches and leaders have in common
- 3 core coaching/leadership qualities with practical examples drawn from her research of interviewing/surveying 30 coaches globally
- self-leadership and a process to develop each quality further
What is Workplace Coaching and why you should implement it?The Pathway Group
What is Workplace Coaching and why you should implement it? Workplace Coaching for Team Leaders and First Line Managers ILM Award Level 3. You should develop understanding and competence in coaching skills, including the role, responsibilities, behaviours and characteristics of the workplace.
Coaching is more about asking the right questions than providing the right answers. Coaching is essentially about using effective questioning to help individuals
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
This PPT talks about how to coach your team effectively. For more information visit: https://www.tools4management.com/article-category/team-management/
Developing the Coaching Skills of Your Managers and Leaders | Webinar 09.09.15BizLibrary
What are the obligations of managers? It 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. In this webinar we'll discuss:
Why coaching skills are important
Traditional coaching models and how we can improve them
Emerging principles and competencies for managers and leaders
The difference between coaching and mentoring
Collaboration
Supervision
www.bizlibrary.com
Developing the Coaching Skills of Your Managers and Leaders | Webinar 01.28.16BizLibrary
In this webinar, Vice President of Organizational Strategy at BizLibrary, Chris Osborn, will discuss why and how to develop the coaching skills of your organization’s managers and leaders.
www.bizlibrary.com
Best Practices for Developing Your Emerging LeadersBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
5 ways to unlock the hidden value in your emerging leaders
The business impact of investing in your current talent
How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
For presentation design on powerpoint kindly visit links below and message for more details:
http://pph.me/masroorkhan
https://www.fiverr.com/masroorahmedkha
https://www.guru.com/freelancers/masroor-ahmed-khan
Leadership Training Program - Benefits and Objectivesjosephb987
This Power Point Presentation talks about leadership training program, it's benefits and objects. For more information visit: https://www.tools4management.com/article-category/leadership/
All managers need some guidance on the whys and hows of coaching, but most organizations can’t afford to train them on a large scale, so the least you can do is make an effort to create a culture of coaching. The key is to create a pool of manager-coaches who can be role models, supporters and sustainers of a coaching mindset.
When you select the right people and invest in their development and position them as coaching advocates, you plant the seeds for expanding coaching well beyond the individual manager-direct report relationship. Your role models demonstrate effective coaching both formally and informally, and they help motivate others to use and improve their own coaching capabilities.
Always link the purpose and results of coaching to the business. Managers have to know the business case for coaching and developing others if they’re to value it and use it effectively. Where is the business headed? What leadership skills are needed to get us there? How should coaches work with direct reports to provide the feedback, information and experiences they need to build those needed skills? Set strategic coaching goals, tactics and measures for the organization as well as including coaching as an individual metric.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies.
Competency-based training links individual performance to the goals of the organization.
A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
In this webinar, you'll learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
Sink or Swim? Supporting the Transition to New Manager - Webinar 03.27.14BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Topics we'll discuss:
•Change Management
•Leadership
•Communication
•Coaching
•Collaboration
•Supervision and Legal Awareness
Sink or Swim? Supporting the Transition to New Manager - Webinar 04.24.14BizLibrary
A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
www.bizlibrary.com/webinars
How to Unlock the Hidden Value in Your Emerging Leaders | WebinarBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Among the key challenges many employers face:
They don’t have strategic level initiatives in place to capture and retain the knowledge that’s about to leave
They don’t have replacement talent ready to step into leadership as these roles open up
They can’t engage and retain early career talent long enough to fill leadership roles
What if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
COACHING TAKES YOU FROM “HOW TO WOW”
You aspire to achieve specific goals and fulfil your dreams. But working towards goal is not that easy, as you may encounter several how, where, why, when, whom, which etc. questions en-route to success. The inspiration to find solution of these hurdles, odds and rough patches are available through Coaching. The down times can get really down and dishearten you.
Setbacks and disappointments are an integral part of life and there is no escaping them. While you cannot change your circumstances or bypass the hurdles, you can brace yourself up against the difficult times by maintaining a positive & constructive frame of mind and then determine to keep you going against all odds.
When the going gets tough and you are overwhelmed by the rough times, all you need is Coaching to encourage and keep you going. The showcase to inspire the winner in you will do, by unchaining your real potential. Coaching stimuli will lift up your spirits, make you feel high-n-confident and put you back on right action track.
Similar to Developing The Coaching Skills of Your Managers and Leaders (20)
5 Ways to Improve Connection and Engagement with Remote TeamsBizLibrary
Remote work looks different for every organization. But no matter if this is the first time 100% of your employees are working remotely, you have a hybrid system made of office and front line workers, or if only a handful of employees work from home a few days a week, we’re all challenged with the same thing, creating meaningful connection with our remote teams. So how are we able to fill the human connection gap?
Join us for an open discussion centered around the five strategies BizLibrary has used to create connection and boost engagement among our newly remote teams. During this interactive webinar Director of Talent Development & Culture at BizLibrary, Libby Mullen, will explain simple ways to foster genuine conversations and bring your remote teams together.
Get ready to take notes and ask questions! During this engaging webinar, you’ll learn:
-The power of conversation - how to be a coach and care for employee well-being.
-The tools needed to foster more connection between all teams, regardless of their location.
-The balance of building trust and having fun to keep your employees engaged and productive.
Training Program of Dreams: If You Market It, They Will ComeBizLibrary
“I don’t know where to begin…. I’m not the expert. I don’t have enough time. I’ve tried this before.” Sound familiar? While marketing your training program can seem like a daunting task for HR and L&D professionals, it is actually much simpler than you might imagine. During this session, you will learn how to overcome these common challenges and understand the effect marketing has on your overall training program success.
This session’s key learning objectives:
-How to build excitement around your training program and drive utilization through a marketing strategy
-Examples you can use to measure the success of your marketing efforts
-An easy process to create simple resources that anyone can produce without marketing experience
Microaggressions what are they and how can i avoid using themBizLibrary
Is that your real hair? Can I touch it?" "Where are you actually from?" "You’re so articulate!”
Do any of these sound familiar to you? Maybe you’ve had a few co-workers repeat some of these questions or phrases to you or maybe you yourself have asked a few coworkers some of these questions, not knowing you've probably just offended that person with what is commonly known as a microaggression. There are racial-, gender- and identity-based microaggressions, as well as others that can be found in today’s workplaces.
As more and more organizations continue to take a public and bold stance against racism, it’s important that they practice what they preach. During this session, you will learn how to identify what microaggressions are, and more importantly, how you can upgrade your old vocabulary to one that’s inclusive and appropriate for the modern workforce.
This session's key learning objectives include:
Understanding the need and benefit of embracing an anti-racist relationship with your fellow coworkers
Understanding the difference between microaggressions and macroaggressions, as well as the three most common types of microaggressions found in today’s workforce: racial-based, gender-based, and identity-based microaggressions
What you should actually say the next time you want to have an informative conversation with your black coworkers and other coworkers of color
Addressing Mental Health in the WorkplaceBizLibrary
Let’s face it: Work can be stressful. In fact, the Attitudes in the American Workplace VII report found that 80% of workers feel stress on the job, and nearly half say they need help in learning how to manage stress. Although the conversation around mental health is becoming less stigmatized, it’s still a difficult topic to discuss in the workplace. In addition to the red tape and legal concerns, leaders may not feel comfortable advising others because they, themselves, are also grappling with mental health concerns.
This complimentary Training Industry webinar, sponsored by BizLibrary, will empower human resources (HR) and learning and development (L&D) professionals to effectively and ethically address and support employees’ mental health and well-being on an individual and organizational scale.
This interactive webinar will provide actionable insights on:
The main causes and negative effects of stress at work.
Strategies for how HR and L&D can stop the stigma around discussing mental health.
Techniques for managing stress and anxiety.
How to Develop Agility Within Your Training Program to Help Your Learners Suc...BizLibrary
It is time to adapt your training programs. We are all talking about adapting learning in the face of disruption, but have you done it? We know these last few months have not been easy for anyone — and there’s probably not a lot of room left on your plate. However, this is the perfect time to transition your in-person training (ILT) courses to an online, or blended, format. Why? A PRNewswire study found that 66% of employees are working remotely right now. And, according to a study by The Grossman Group, over half of employees want to continue working from home after the pandemic. You must keep your learners engaged to ensure your virtual, or blended, training programs are successful.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Your host, Tom Braning, Product and Solutions Expert at BizLibrary, will break down the steps of transitioning your ILT program to a blended or virtual format seamlessly.
You will learn:
How to transition from ILT to a blended or online training format in a few simple steps.
Ways to build learning agility within your employees so they are prepared for the transition.
Strategies to keep remote learners engaged in your new training program.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic, and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
How Training Managers Can Use Self-Development to Improve Their ProgramsBizLibrary
As a training program manager, you spend so much time and energy developing others that focusing on your own self-development may feel less important, but it’s not! In fact, the more a program manager invests in their own skills, the more impact they can have on an organization. Join Director of Talent Development & Culture at BizLibrary, Libby Mullen, for an interactive discussion on self-development, and why it is imperative for a training program manager to find the balance between their own self-development and developing their workforce, to achieve a program with maximum engagement and higher ROI.
In this webcast, you’ll learn about:
Seven competencies of a program managers’ personal development
How to align your own goals and metrics to your company’s goals for improved results
A framework to gain respect and buy-in from leadership for your training program
How to Prepare Your Organization for a Safe Re-Entry During COVID-19BizLibrary
As organizations contemplate options for re-entry, a lot of questions emerge. How can everyone remain safe? What if someone gets sick? When is the right time to go back? Should we even re-open the office? With companies like Twitter and Google opting for their employees to remain home for an extended period of time or even indefinitely, it can be hard to know what’s best for your organization.
While there is not a simple answer to these questions, during the webinar, Director of Learning Culture and Talent Development at BizLibrary, Libby Mullen, is going to explain one thing that all organizations must do to make this transition as smooth as possible. Organizations must consider both employees’ physical and mental health and safety when creating their plan for a successful re-entry into the workplace.
Join Libby as she discusses these important topics and more during the webinar!
· How to prepare for re-entry before anyone steps foot into the office
· Why employees’ mental health must be taken as seriously as physical health during this time of uncertainty
· Guidelines and precautions from the CDC on how to safely return to work
· Assessments to uncover what is the right move for your organization
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Leadership support is critical to the success of a training program, but many HR and L&D departments are challenged in building that bridge and actually gaining the support that is necessary. In this session, Katie Miller from BizLibrary will look at why leadership buy-in is critical and introduce a 10-step program to make it happen.
The High EQ Leader: How Emotional Intelligence Can Impact Your OrganizationBizLibrary
A few years ago, feeling and showing emotions could be signs of a weak leader. But in recent years, and especially in the wake of a worldwide crisis, being able to connect to one’s emotions and the emotions of others is one of the greatest predictors of success for leaders and their organizations. Leaders who continually develop their emotional intelligence (EQ) are able to better navigate themselves and their teams through challenging situations like having difficult conversations, layoffs, low employee engagement, high turnover, and more.
Join us for this complimentary webinar, and we’ll help you get started with a development plan for your leaders, managers, and key employees to help improve EQ across your organization, proving that understanding emotions is the key to long-term leadership and organizational growth.
During this interactive webinar, you’ll learn:
How to identify the four facets of emotional intelligence in leaders
Strategies to improve leaders’ self-awareness, in turn improving their teams’ engagement and productivity
How to create an EQ development plan for your entire organization
Horizontal vs Vertical Career Pathing: How to Make Promotions WorkBizLibrary
Receiving a promotion is the epitome of an employee’s growth and success, but many companies are misusing promotions. As high performers reach their peak, they’re being promoted to managers solely based on performance. This type of career pathing is creating a domino effect in companies. The newly promoted managers often do not have the skillset to manage, therefore their employees become disengaged and your bottom line starts suffering more and more. How can we stop this domino effect from happening?
Join Tiffany Kummer from BizLibrary as she explains her strategy for career pathing using two different approaches, vertical and horizontal. Not everyone is meant to manage (or wants to), and that is okay. Tiffany will show you how you can still advance your high performers without putting them and your company in an unfavorable position.
What Makes a Great Employee Benefits Package?BizLibrary
With a new decade comes a new wave of employee benefits. According to SHRM, personalization of benefits packages is the #1 action companies need to take to win over this diverse and multi-generational workforce we live in. But, with the list of requested benefits growing, it can be difficult to know which benefits will have the biggest impact on your recruiting and retention efforts.
Join BizLibrary and BambooHR for a fireside chat-style webinar. During this webinar, you’ll get the opportunity to hear from two top HR experts as they discuss the evolution of benefits and which benefits are most popular, and give their advice on how to build a personalized benefits package that meets the demands of your top talent.
Key factors that have caused benefits to evolve, and the three most popular benefits today
How to make a personalized plan by combining traditional and non-traditional benefits
Strategies to create a benefits package that emulates your company culture
L&D's Role in Closing the Soft Skills GapBizLibrary
Organizations have tried all types of approaches to fill the soft skills gap. They’ve gone on hiring sprees, brought in consultants and even administered lengthy tests to candidates before hiring — but to little avail, as those gaps remain. What’s the next step? What are these organizations missing?
Training. Upskilling current employees is the most effective and cost-efficient way to bridge skill gaps and create an organization that’s ready for the future. But it doesn’t take just any kind of training.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Katie Miller will discuss the best training strategies to use when looking to close your employees’ soft skills gaps.
Training for Success: Balancing Compliance and Professional DevelopmentBizLibrary
Professionals within the banking and financial services industries are aware that the industry is in a constant state of change. Regulatory compliance demands banking and financial institutions provide training to remain compliant, which often causes supplemental training, that benefits your employees’ development, to be overlooked.
If you’re only providing compliance training to your employees, you’re missing the chance to give your organization and employees a competitive edge! Join Katie Koloj and Brianna O’Hara from BizLibrary as they explain the differences and benefits of compliance-only training verses overall professional development training in terms of your employees’ development. They’ll discuss how you can balance the compliance training required to keep your organization in business and the professional development training needed to give your organization a competitive advantage.
During this webinar you’ll learn:
• Defining compliance and professional development training
• How compliance training and professional development training can affect your organization
• Why balancing compliance and professional development training will help your organization succeed
• Three things to keep in mind when choosing your training methods
5 Ways to Prepare Your Organization for a Successful 2020BizLibrary
It’s that time of year again, time to start planning for next year!
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use. These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
During this webinar you’ll learn:
- Why culture is an important factor for any successful company, and how to align culture to company goals.
- How continually supporting your employees throughout the employee journey makes it easier to plan for the future.
- A five-part game plan that will guide you to organizational success in 2020.
Learn to Actually Engage Your Employees Why 87 Trillion Isn't Enough biz libraryBizLibrary
Despite soaring profits and unprecedented business successes, employers across the globe continue to struggle with engaging their employees; studies find the average rate for employee engagement hovers around just 15 percent in the United States.
In this program, Derek Smith of BizLibrary will help you understand the true value of an engaged employee. He will offer models and practical strategies that will optimize your organization to achieve increased employee engagement.
You will learn:
The importance of engaging employees, and why higher engagement will help you improve business outcomes
Why employee engagement is not a business challenge - understanding its root causes
Research-based working theories about what engages employees
Strategies that you can take and apply to increase engagement at your organization
9 Characteristics of Top Employee Training ProgramsBizLibrary
The spotlight on organizations’ employee development opportunities continue to grow. When they feel the pressure, organizations look towards L&D and HR to create the perfect employee training program. But employee training is not effective in a one-size-fits-all approach. Organizations have unique challenges that must be addressed for their program to be successful.
There may not be one simple answer to building the perfect employee training program. But after working with training managers in various industries and situations, we’ve found nine characteristics that are consistently present in all the best ones.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Employee Development Analyst Katie Miller will explain how to build the nine predictive elements of a top program into your employee development strategy, creating a program that will help solve the unique challenges at your organization.
This interactive webinar will provide easy-to-understand insights on:
- How to find or become a champion for learning at your organization
- Building a training program that reaches learners at the right time and place, to increase utilization
- A step-by-step plan designed to master the nine elements and build a top training program
How to Develop High Potential Employees in Your Organization BizLibrary
Your people are your organization's most valuable asset; training and developing people for new positions and challenges is not only more cost effective than hiring new talent, but it also helps them stay engaged. The problem is that many organizations struggle to identify the best development strategies and career paths for their employees. And when employees — particularly high-potential employees — feel as if they don’t have the right growth opportunities in your organization, they’ll go looking elsewhere.
How to identify employees’ strengths, including those that are less visible
Strategies for developing high-potential employees
How to motivate and retain your people
How to Build a Learning Culture to Inspire Employee GrowthBizLibrary
Do you know the No. 1 area of investment for HR in 2019? It’s employee training and development, according to a study by Payscale.
Why? Because, constant change in the modern workplace demands employees to continuously adapt and learn new skills. LinkedIn’s talent research shows that half of the most in-demand skills today didn’t even make the list just three years ago.
Employees and employers are both recognizing the need for training and development. In fact, LinkedIn reports that 94 percent of employees say that they would stay at a company longer if it invested in their career development.
So how do you create a culture for learning at your company that inspires employees to grow?
In this webinar, experts from BizLibrary and The Predictive Index will share their expertise on:
Why you should invest in employee learning and development
How to motivate your employees to make time for their growth
How to create a culture that facilitates learning
How to Turn Times of Change and Uncertainty into Positive OpportunitiesBizLibrary
Gone are the days of someone working for one company for their entire career. According to the Bureau of Labor Statistics, the average person will change jobs 12 times before retiring. This increase in employee turnover can often be attributed to times of change and uncertainty in the workplace, like layoffs, restructuring, mergers and acquisitions, etc. Change in the workplace is inevitable, but it doesn't have to be seen as negative, and it certainly doesn't have to become a reason for talented employees to leave your company.
Join Daniel Binkholder and Derek Smith from BizLibrary as they discuss how times of change and uncertainty can become opportunities to move your workforce in the right direction. They'll explain how learning and development is key to alleviating some of the stress that change and uncertainty brings to employees and their organizations.
During this webinar, you'll learn:
- Why not being prepare during times of change and uncertainty is creating higher turnover
- How to use L&D successfully during times of change and uncertainty
- The proper ways to communicate to keep a strong workforce during times of change and uncertainty
6. 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.
WHAT YOU SHOULD BE ABLE TO TAKE-AWAY
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
“
14. 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
Coaching Models
15. Coaching is building
one-on-one relationships and managing a
process that result in specific improved
performance in targeted areas.
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. 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
A Coaching Process Checklist
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. Does the employee have
the capacity to perform
and improve?
Does the employee have
a positive attitude?
Is the employee
curious?
3 Questions a Manager Should Ask
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
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
• Outside the manager /
employee relationship
• Focused on professional
development
• Focus on mentee,
personally and
professionally
• Across job boundaries
COACHING
VS.
MENTORING
Coaching vs. Mentoring
34. 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.
Key Take-Aways
36. Team Facilitation Skills: Meeting Management Video Course
Welcome to the "Team Facilitation
Skills: Meeting Management" video
course meant to teach leaders how to
prepare for and run team meetings. It
comprises eight video lessons that
cover topics ranging from setting up
the meeting environment to
developing team rules.
Team Facilitation
Skills: Meeting
Management
37. Coaching Skills Video Series
How do you get your employees to be
better than they were yesterday? What
can you do, as their manager, as their
coach, to help them perform better than
yesterday? This video series shows
you how to coach your employees so
then can advance through the four
groups; rookie, contributor, key player
and captain.
Coaching Skills
38. Let us know through the poll if you’d like a free demo of
BizLibrary’s online course collection.
www.bizlibrary.com/demo
Try out these video lessons
and more!
39. Thank you for attending!
Katie Miller
Learning Specialist
BizLibrary
Libby Mullen
Learning & Development
Manager
BizLibrary
Editor's Notes
Thanks for the introduction Gary! Hello Everyone! Thanks for attending today’s webinar, Developing the Coaching Skills of Your Managers and Leaders
My name’s Katie Miller, I’m the Learning Specialist here at BizLibrary, and presenting with us today is Libby Mullen.
Libby has just been recently been promoted to the Learning & Development Manager at BizLibrary; her favorite aspect of her role is developing employees to realize their maximum potential. Libby has over 25 years of experience in Education, Training, and Business Consultation, both in the Higher Education realm and in all verticals of the Business Sector. Building positive partnerships, solving business challenges creatively, and bringing out and developing the strengths in others are what makes Libby “tick.” Libby is a fervent writer, an experienced public speaker and is most passionate about the importance of life-long learning in helping employees to take initiative to become “Smarter Every Day.” At home, Libby has 5 boys (ages 11-20).
BizLibrary is dedicated to HR and learning professionals, focused on providing the best and most complete online training solutions. Our training content engages employees of all levels, and our learning technology is a dependable and progressive catalyst for achievement. Armed with our expert Client Success and Technical Support teams, clients are empowered to solve business challenges and impact change within their organizations. We make working with us easy and aspire to be your online learning partner. To learn more, visit us at bizlibrary.com!
Enough about us, we’d like to go ahead and get things started here. Libby, if you’re ready to go, we’re ready when you are!
____________________________________________________
Ad-hoc at best
Reactionary
Foundational, but nothing on-going
Plans are outlined, but not necessarily aligned to biz goals
Strategic and continuous
Building the relationship
Identifying performance gaps
Asking questions and problem solving
Supporting and encouraging
Driving results
What we hope you take away
As an isolated question, a study conducted by Bersin by Deloitte showed that organizations with senior leaders who coach effectively and frequently improve their business results by 21 percent as compared to those who never coach.
More broadly, organizations that invest in leadership development are more profitable, more innovative, and more likely to be market share leaders than their peers. It’s just no longer optional to take the time and allocate the resources to effectively develop leaders at every level of your organization.
One of the most significant issues confronting businesses today is a glaring lack of next generation leaders, coupled with a stunning lack of success for both newly promoted leaders and leaders recruited from outside the organization; you have a genuine leadership talent crisis brewing. Which makes effectively coaching current leaders and current talent mission critical for organizations.
Top Missing Skills in Mid level leaders
Coaching
Performance appraisal
Developing others
managing change
Communications
Business acumen
What is “coaching”?
Business Coaching – typically what we think of in manager/employee situation. Coaching in a business setting.
Executive Coaching – usually an outside expert hired to assist senior executives with specific develop issues, challenges or questions
Career Coaching – situation where a person – usually in job search mode – gets assistance with career direction and job search advice
Life Coaching – emerging form of “coaching” directed at helping people find a greater sense of fulfillment and happiness
Definitions are as confusing as the “types” of coaches
With all of this confusion, how do we match coach to employee or situation?
Ej4: Coaching Skills: Leadership Style (Part 2 of 5)
Adapt your leadership style based on the employee being coached
Encouragement – feedback praise
Rookie – we all had to start somewhere – bright eyed and eager
Told how to do things – don’t have th skills
Contributor – starting to do productive work
You’ve done this well…
Key player – understanding the job and becoming successful
Begin empowerment
Captain – working independently
Ej4: Coaching Skills: Leadership Style (Part 2 of 5)
Adapt your leadership style based on the employee being coached
Encouragement – feedback praise
Rookie – we all had to start somewhere – bright eyed and eager
Told how to do things – don’t have th skills
Contributor – starting to do productive work
You’ve done this well…
Key player – understanding the job and becoming successful
Begin empowerment
Captain – working independently
No one-size-fits all definition, model or method
Must be right for BOTH coach and subject/coachee
Factors:
Personalities
Learning preferences
Distance & technology comfort
Objectives
Relative experience of parties
Models do not help comprehend the skills needed to effectively execute the process, or deliver, on the desired results of improved performance. That is the big gap that many coaches find frustrating when studying or learning a specific model. For instance, the GROW model is a very good model in many situations. But how does the coach effectively communicate the “R” (reality) aspect of the model to a subject or employee who lacks self-awareness or who reacts emotionally? The skills and competencies needed to navigate this situation and series of conversations don’t lend themselves to the simplicity of a linear model that GROW implies. The skills are nuanced, complex and take time to master. All of the models beg a fundamental question. What does it take to be an effective coach?
We want to emphasize that there is nothing wrong with these models!!!!! For many coaches, one or more of the models will be enormously useful. There are no one-size-fits-all solutions when dealing with human beings, and performance improvement certainly fits into that category. Each coach, employee and situation will be different, so the models may be useful as is or with modification to provide a framework for the coaching process.
COACHING IS BUILDING ONE-ON-ONE RELATIONSHIPS AND MANAGING A PROCESS THAT RESULT IN SPECIFIC IMPROVED PERFORMANCE IN TARGETED AREAS.
The two elements – relationship and process – are the two constants that you can rely upon as points of reference. So let’s work from there. The third element of our definition is the idea of improved performance. This should always be the objective of every coaching engagement, without exception.
What do people need?
What do people offer?
What does the organization need?
What does the organization offer?
HOW do you help client/coachee bridge the gaps between needs & offers?
Coaching is a process.
It’s not an event. It’s not just a relationship. It’s not about friendship. It’s not about power or a hierarchy. It’s a process driven relationship with a clear objective, and that goal is to help the subject of the coaching to improved performance.
IS there a blue arrow in the development of a successful coach?
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. If you need compliance, or supervision of employees, the things your organization needs managers to do well has a clear, well-delineated set of guidelines and boundaries. On the other hand, if the answer leans towards the successful achievement of goals, the things you need managers to do well are probably less defined.
Managers may have to perform well, depending upon a variety of situations at various places along this 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?
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?
Common traits, skills and behaviors.
Effective coaches are forward looking, optimistic in nature and outwardly focused. Great coaches are not motivated by their own success. They are motivated to help others succeed.
How to balance the skills of learning facilitator vs. educator/facilitator?
ESSENTIAL TRAITS, BEHAVIORS, & SKILLS FOR COACHES
TRAITS:
Positive
Future oriented
Curious
SKILLS:
Collaborative
Learning facilitator
Teacher
BEHAVIORS:
Continuous learner
Outward focus
Active, engaged listener
COMMUNICATION
Complex communication skills are necessary for effective coaching. These skills include active listening, understanding how to frame and ask questions, courageous conversations, etc. Coaching is not the time for your more senior leaders to learn these skills.
Active listening
Learning to frame and ask effective questions
Courageous conversations
Purpose of communication is to:
identify obstacles to employee success
Find solutions or ways to overcome obstacles
Establish agreed upon definitions of success and plan of action
Gain commitment and engagement
COMMUNICATION
Complex communication skills are necessary for effective coaching. These skills include active listening, understanding how to frame and ask questions, courageous conversations, etc. Coaching is not the time for your more senior leaders to learn these skills.
Active listening
Learning to frame and ask effective questions
Courageous conversations
Purpose of communication is to:
identify obstacles to employee success
Find solutions or ways to overcome obstacles
Establish agreed upon definitions of success and plan of action
Gain commitment and engagement
Q from Shelly: What do you do if the employee is not curious? How do you know if they curious?
Q from Susan: If they don't have any of the three--time to let go?
Have you ever sat in your office questioning why numbers aren’t where they should be or why performance isn’t higher than expected? It’s easy to immediately blame the employee- to start picking apart habits- say they should be working longer hours, wondering why aren’t they doing it this way, why are they doing it that way… ultimately thinking… maybe they aren’t right for the job. I certainly have had these thoughts.
It’s easy for a manager who is under stress and pressure to immediately react to problems. Whether it is to tell the employee that they need to improve, change or work harder- these often don’t yield long term results. These actions can often be destructive, by creating fear and an unhealthy work environment. Additionally, these actions can impact other employees infecting the culture.
Some managers know it is important to put a coaching plan in place, but often wonder why they fail. Is it the process or the employee?
What I have learned is that you have to take a step back and ask yourself 3 questions about the employee.
Do they have the capacity to perform?- does the employee have the attitude and willingness to learn and grow into a top performer?
Are they curious? – does the employee want to learn new things and show a desire to learn those things?
Do they have a positive attitude? - are they excited about personal growth?
If the answers to these 3 questions are yes, then you have employee that is coachable! Forget about what they have done in the past. Forget about what they should be doing. Determine what skills today they need help with and develop a plan.
A coaching process looks like this:
Meet with your employee and share with them your confidence in their abilities and willingness to solve the problem.
Specifically describe the performance problem, using data and examples. Focus on the specific behavior that needs improvement.
Identify with the employee if there are any barriers from allowing them to work on or address this problem. Work to remove those roadblocks.
Ask the employee for ideas on how to correct the problem.
Discuss potential solutions, provide training recommendations and list actions to take.
Write down an action plan and get buy in! List what the employee will do and what you will do as their leader in working on a solution.
Find an end in sight- A specific time and date for follow up and progress check-ins must be included.
Reinforce good performance- Catch employees doing it right and demonstrating positive behaviors. This will help boost employee confidence.
If you are struggling with coaching employees, take time to revisit the 3 magic questions.
Coaching employees is a standard competency of management and leadership positions. Often times this skill is found to be an afterthought or only pointed out as a weakness when results are poor. Coaching employees is a very rewarding experience that builds trust and a positive work environment. It produces results and contributes to the bottom line.
Since the core objective of the coaching relationship is to improve performance, your coaches need to understand exactly what elements of the work environment actually serve to improve employee performance. This may seem like a ridiculously self-evident part of coaching, but it’s surprising and almost shocking how many “coaches” do not really understand performance management and improvement. They may be great communicators and skilled business professionals. But they may have no foundational comprehension of things like motivation (intrinsic compared to extrinsic), engagement, productivity, conflict resolution skills, etc. The precise blend and mix of performance improvement elements in each organization will vary some, but generally you want to make sure coaches understand the principles of and causes of motivation and engagement, and how to apply these principles to improve day-to-day performance
Engagement – what are the foundations of employee engagement
Motivation – differences between extrinsic and intrinsic motivation
Goal setting
Delegating
Objective is to find ways to help employee achieve a higher level of performance in specific targeted areas, skills or competencies.
Since the core objective of the coaching relationship is to improve performance, your coaches need to understand exactly what elements of the work environment actually serve to improve employee performance. This may seem like a ridiculously self-evident part of coaching, but it’s surprising and almost shocking how many “coaches” do not really understand performance management and improvement. They may be great communicators and skilled business professionals. But they may have no foundational comprehension of things like motivation (intrinsic compared to extrinsic), engagement, productivity, conflict resolution skills, etc. The precise blend and mix of performance improvement elements in each organization will vary some, but generally you want to make sure coaches understand the principles of and causes of motivation and engagement, and how to apply these principles to improve day-to-day performance
Engagement – what are the foundations of employee engagement
Motivation – differences between extrinsic and intrinsic motivation
Goal setting
Delegating
Objective is to find ways to help employee achieve a higher level of performance in specific targeted areas, skills or competencies.
Coaches need to have a high degree of business acumen. This forms a foundational set of knowledge and experience from which the coach can pull lessons and advice for her employee, subject or student. Business acumen is a highly evolved competency. Well-developed sense of business acumen usually takes time to establish in employees. Having coaches with a deep core understanding of the way businesses operate and the ability to translate the understanding into effective decision making is vital to successful coaching of junior managers and leaders.
Professional level understanding of the way businesses operate and function
Ability to make sound business decisions
Sound foundation in the core industry in which organization operates
Objective is to guide employee through decision-making (not make decisions FOR employee),
COMMUNICATION
Complex communication skills are necessary for effective coaching. These skills include active listening, understanding how to frame and ask questions, courageous conversations, etc. Coaching is not the time for your more senior leaders to learn these skills.
Active listening
Learning to frame and ask effective questions
Courageous conversations
Purpose of communication is to:
identify obstacles to employee success
Find solutions or ways to overcome obstacles
Establish agreed upon definitions of success and plan of action
Gain commitment and engagement
The global workplace is getting more complicated. Workplaces are more diverse in any demographic metric – age, gender, nationality, cultural, linguistic, etc. Emotional intelligence has always been at the heart of successful leaders, and likewise emotional intelligence is required for successful and effective coaches. No two employees are the same. Effective coaches know how to reach, guide and develop every employee they touch. This skill, these results, require a highly developed sense of emotional intelligence to read and understand people and to respond to the wide variety of coaching situations that will arise.
What is Emotional Intelligence?
Developing Self-Awareness
Developing Self-Motivation
Developing Self-Regulation
Developing Effective Relationships
Developing Empathy
Understand how to express and control our own emotions.
Ability to understand and interpret and respond to the emotions of others.
Objective is to be prepared to guide employees through inevitable workplace conflicts and difficult situations. Additionally, with workplaces becoming more and more diverse, a highly attuned level of emotional intelligence will be crucial to long-term success for any employee.
http://eqforsuccess.com/what-is-emotional-intelligence/
The study describes a process of increasing self-awareness, self-management and self-direction. These learnable skills appear to make managers more capable of building a workplace climate, or environment, where employees are effective.
http://www.businessnewsdaily.com/4284-emotional-intelligence-critical-organizational-skills.html
Data tells us emotional intelligence is more important to life-long business success than any other single factor!
Since the core objective of the coaching relationship is to improve performance, your coaches need to understand exactly what elements of the work environment actually serve to improve employee performance. This may seem like a ridiculously self-evident part of coaching, but it’s surprising and almost shocking how many “coaches” do not really understand performance management and improvement. They may be great communicators and skilled business professionals. But they may have no foundational comprehension of things like motivation (intrinsic compared to extrinsic), engagement, productivity, conflict resolution skills, etc. The precise blend and mix of performance improvement elements in each organization will vary some, but generally you want to make sure coaches understand the principles of and causes of motivation and engagement, and how to apply these principles to improve day-to-day performance
Engagement – what are the foundations of employee engagement
Motivation – differences between extrinsic and intrinsic motivation
Goal setting
Delegating
Objective is to find ways to help employee achieve a higher level of performance in specific targeted areas, skills or competencies.
ADD : Getting managers to take time to coach
Coaching
Something managers must do for all their staff, a required part of the job
Takes place within the confines of the formal line manager-employee relationship
Is job and performance focused - focuses on developing the individual within their current job.
Interest is functional – arises out of the need to ensure that the individual can perform the tasks required of the job to the best of their ability.
Relationship tends to be initiated and driven by the individual’s manager.
Relationship is finite – ends as individuals move on to work in other jobs under other line managers.
Mentoring
Formal, the individual’s manager is not the mentor
Takes place outside the line manager relationship.
Is focused on professional development that may be outside of the mentorees area of work.
Interest of the mentor is personal in that the focus is on the mentoree to provide support both professionally and personally.
Relationship may be initiated by mentor and/or matched by organization.
Relationship crosses job boundaries.
Informally, managers may choose to do for specific, selected employees.
Potential and existing employees
Thanks Libby! Okay everyone, go ahead and keep sending those questions over through group chat or Q&A. While you’re doing that, Mike is going to discuss the credits you can received and I’m going to share some of our recommended resources with you from the BizLibrary Collection.
Thanks Libby! Our first resource is the Team Facilitation Skills: Meeting Management Video Course
This course is meant to teach leaders how to prepare for and run team meetings. It is comprised of eight video lessons that cover topics ranging from setting up the meeting environment to developing team rules.
This is available in the BizLibrary Collection.
Our second resource is an 4-part video series on coaching skills.
How do you get your employees to be better than they were yesterday? What can you do, as their manager, as their coach, to help them perform better than yesterday? This video series shows you how to coach your employees so then can advance through the four groups; rookie, contributor, key player and captain.
Again, these resources are available in the BizLibrary Collection.
You can try out these video lessons, series and courses by scheduling a demo with BizLibrary – all you need to do is click the demo link on the screen or in the other resources section.
Link: https://bit.ly/2rGFut3
So let’s get to some Q&A! Looks like we’ve had several questions come in, so Libby, our first question is:
__________________________________________________
COPY IN QUESTIONS
So we want to give a big thank you to Libby for presenting with us today and thanks everyone for attending! Have a great day!