Helping managers and supervisors have more effective performance related discussions with employees. The role of the coach. Includes scenarios to practice the skills learned in the training.
Feedback Practices for Effective Teaching and Learning.pptxKhiel Ramilo
Feedback practices are indispensable for effective teaching and learning to happen. Thus, the teachers should know to appropriately execute the feedback strategies.
Feedback Practices for Effective Teaching and Learning.pptxKhiel Ramilo
Feedback practices are indispensable for effective teaching and learning to happen. Thus, the teachers should know to appropriately execute the feedback strategies.
Learn the keys to creating outstanding customer experiences that can lead to sale in this dynamic presentation originally delivered by Deb Brown to farmer's market stand owners.
Icebreakers and games for training and workshops - My website moved now to Bo...Boxolog.com
My preferred icebreakers and games for mid-level workshops and training. I like very much the 10 dollar auction game!
My website moved now to Boxolog.com
Teachers need practical and and quick-to-implement strategies to teach self-management to children. Many people are familiar with self-management through Walter Mischel's Marshmallow test. (Some people call it self-control or self-regulation.)
Self-management is a key enabler for all learning (for children and adults!) whether for academic subjects, other content areas, or skills like playing a musical instrument. Self-management allows students to follow through on plans to complete assignments, study for tests, and manage their emotions to stay focused in class.
This presentation is one small piece of a growth mindset toolkit for educators (and parents) developed by Transforming Education. For more information, please visit: http://transformingeducation.org/growth-mindset-toolkit/
Product knowledge is the most important tool for closing sales. Keeping this view point in mind our team of designers have crafted this product knowledge PowerPoint template. Product knowledge is an essential sales skill. This product knowledge presentation slideshow has been created keeping in mind the importance of product list and features, product rating, training process, training timeline, product roadmap, product comparison, product pricing and sales by region, etc. Customers respond to enthusiastic sales staff who are passionate about their products and eager to share the benefits with them. Having a thorough understanding of your products and services can allow a presenter to use different techniques and methods of presenting these to customers. Overall, this product knowledge Presentation allows businesses to create a way for understanding your products' features and allows you to present their benefits accurately and persuasively. So, download now and incorporate our amazing product knowledge PPT slide visuals into your business presentations. Dispel all causes of friction with our Product Knowledge PowerPoint Presentation Slides. They help battle feelings of hatred.
Get tips to deal your child positively and get importance of attending parent teacher meeting and how you be involved in their education. Get free tips and guidance.
Goal Setting PowerPoint Slides include topics such as: perspectives on goal setting, seven types of goals, steps to goal setting, principles, objectives, and benefits of goal setting, important factors in goal setting, goals vs. activities, measuring goals, 10 steps to writing goals, procedures for goal integration, discussing goals with others, how to's and more. Slides can easily be tailored to your specific needs, use them with an LCD projector, make handouts, and/or create overheads. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. You may use this product over and over again. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Learn the keys to creating outstanding customer experiences that can lead to sale in this dynamic presentation originally delivered by Deb Brown to farmer's market stand owners.
Icebreakers and games for training and workshops - My website moved now to Bo...Boxolog.com
My preferred icebreakers and games for mid-level workshops and training. I like very much the 10 dollar auction game!
My website moved now to Boxolog.com
Teachers need practical and and quick-to-implement strategies to teach self-management to children. Many people are familiar with self-management through Walter Mischel's Marshmallow test. (Some people call it self-control or self-regulation.)
Self-management is a key enabler for all learning (for children and adults!) whether for academic subjects, other content areas, or skills like playing a musical instrument. Self-management allows students to follow through on plans to complete assignments, study for tests, and manage their emotions to stay focused in class.
This presentation is one small piece of a growth mindset toolkit for educators (and parents) developed by Transforming Education. For more information, please visit: http://transformingeducation.org/growth-mindset-toolkit/
Product knowledge is the most important tool for closing sales. Keeping this view point in mind our team of designers have crafted this product knowledge PowerPoint template. Product knowledge is an essential sales skill. This product knowledge presentation slideshow has been created keeping in mind the importance of product list and features, product rating, training process, training timeline, product roadmap, product comparison, product pricing and sales by region, etc. Customers respond to enthusiastic sales staff who are passionate about their products and eager to share the benefits with them. Having a thorough understanding of your products and services can allow a presenter to use different techniques and methods of presenting these to customers. Overall, this product knowledge Presentation allows businesses to create a way for understanding your products' features and allows you to present their benefits accurately and persuasively. So, download now and incorporate our amazing product knowledge PPT slide visuals into your business presentations. Dispel all causes of friction with our Product Knowledge PowerPoint Presentation Slides. They help battle feelings of hatred.
Get tips to deal your child positively and get importance of attending parent teacher meeting and how you be involved in their education. Get free tips and guidance.
Goal Setting PowerPoint Slides include topics such as: perspectives on goal setting, seven types of goals, steps to goal setting, principles, objectives, and benefits of goal setting, important factors in goal setting, goals vs. activities, measuring goals, 10 steps to writing goals, procedures for goal integration, discussing goals with others, how to's and more. Slides can easily be tailored to your specific needs, use them with an LCD projector, make handouts, and/or create overheads. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. You may use this product over and over again. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Why behavioral Interviewing questions matter. Great businesses and teams are built on people. People who have the right skills and experience.
Who have a potential to do great things in the role, the team, and the company.
Studies show that giving and receiving criticism is one of the most difficult interpersonal skills. Being able to accept and give criticism that is focused on the behaviour and not the person is a key ingredient for success. This session covers several strategies and techniques to build confidence to separate emotion from the situation of receiving or giving constructive criticism.
Asking powerful interview questions helps you differentiate yourself from your competition. You also gain important information to help you evaluate the fit. Here are 5 critical questions you must ask in every interview.
2. The Best of Times/Worst of Times
• Think of a supervisor/manager you have had in your career
who provided you with strong leadership, coaching,
opportunities etc. Someone who brought out the best in
you. Imagine him or her in action and think of 4-5
adjectives that describe what he or she did exactly – his or
her behaviors, abilities, skills and style.
• Now do the same for someone who brought out the worst
in you.
• List adjectives that describe what this person did exactly or
how he or she did it.
• THE BEST IN YOU:
• THE WORST IN YOU:
3. Qualities of an Effective Coach
• Patience
• Enthusiasm
• Honesty and Integrity
• Friendliness
• Genuine Concern for Others
• Self-Confidence
• Fairness
• Consistency
• Flexibility
• Resourcefulness
4. What do you think?
• Who is responsible for performance and
development?
• Why does an effective coach ask questions?
What kind of questions?
• What barriers need to be removed in order for
you to improve your coaching skills?
5. The Importance of Feedback
• The Careful Critique Game: Change the following statements
from Destructive Feedback to Constructive Feedback:
– “Not enough eye contact”
– “Posture was awful”
– “You spoke too fast”
– “Your speech was too short”
– “You were so boring”
– “You mumbled”
7. Coaching
• Is the ongoing process of building a partnership
for continuous improvement to enhance the
motivation, performance, awareness and
development of another person.
• Coaching is about working with people,
motivating, encouraging and stretching them to
do more. It drives the performance of your
employees and helps them achieve goals.
When reviewing this definition, what jumps out at you?
Do you agree with this definition?
8. Coaching Questions that Build
Relationships
• Open Ended Questions
– Tell me about how you might handle a similar
situation next time.
– How do you feel about the end result of this
assignment?
• Probing Questions
– Why do you think this can’t be done or won’t be done
on time?
• Clarifying Questions
– So what you are saying is….
– Let me make sure I understand you. You stated….
9. What do you think?
• What would you expect to get out of an
effective coaching relationship?
• What would you say are some barriers to
coaching? Why doesn’t it happen as often as it
should?
• Reflect on the individual who brought out the
best in you? How did this person overcome
those barriers? How can you model this
behavior?
10. Coaching Model
• BE SUPPORTIVE
• DEFINE THE TOPIC AND NEEDS
• ESTABLISH IMPACT
• INITIATE A PLAN
• GET COMMITMENT
• CONFRONT EXCUSES/RESISTANCE
• CLARIFY CONSEQUENCES, DON’T PUNISH
• DON’T GIVE UP
11. Be Supportive
• Can you share with me some of the challenges you have
encountered?
• What type of support do you need from me?
• Let me hear your view of what happened.
• There is no question you have been successful with ______
• You have a wealth of experience and background that is
very valuable.
• I realize that looking for new ways of doing things is not
always easy.
• I see the challenge you have and I understand your
situation.
• The power of and not but
12. Define Topic and Needs
• What changes and improvements are you working on?
• How can we implement these ideas in the
department?
• What do you want to accomplish as we move forward?
• What have been some of your challenges?
• What is our primary goal for this department, position,
project?
• How are the developmental opportunities working for
you?
13. Establish Impact
• What are you hoping to achieve and will you get
there with your current course of action?
• What is really important to you?
• Are you achieving what you really want?
• Are your current actions making you more
valuable to The Marshes?
• Are you satisfied with the way things are going?
• Can you see this from the point of view of your
boss, peers, direct reports?
14. Initiate a Plan
• How would you like to proceed with this?
• What other idea do you have to make this
work?
• Are there other approaches that we have not
thought of yet?
• What resources do you need to be successful?
15. Get Commitment
• I appreciate your ideas and willingness to
improve
• Do you believe this plan will work?
• What is your level of commitment to these
ideas?
• When can you get started?
16. Confront Excuses/Resistance
• Use silence, let tension rise, support and
redirect
• What kind of obstacles do you anticipate?
• How will you respond to these hurdles?
• Do you have a back up plan in mind?
• Is there anything you feel uneasy about?
17. Clarify Consequences
• What could happen?
• How important are these results to you?
• Do you think your efforts will be recognized?
• Can you see where this could lead in the long
run?
• What is in it for you?
• What are the consequences is you do not
develop these skills?
18. Don’t Give Up
• What is your next move?
• When should we check in with each other
again?
• How do you follow through and sustain this
effort?
• I feel really good about the things we
discussed and I know we can make this work
• I am very excited about these changes
19. Role Play #1
• You are a supervisor with 5 employees reporting to you. Your employee
Mary has been with The Marshes for 5 years and in the same position for
the past 3 years. Mary is generally considered a meets expectations
employee who is dependable and loyal. She seems satisfied with her job
and keeps plugging along, year after year.
• Mary meets standards and gets work done on time by doing what is
required but doesn’t do much more. When new ideas or procedures are
presented she tends to get a bit nervous. She is often quiet at staff
meetings and is hesitant to share her ideas or concerns.
• Your department has rolled out some new procedures this year and Mary
has struggled to embrace the changes. These changes directly impact
Mary’s job.
• You know that this is the first of many changes to come. You are
concerned about Mary’s performance as it relates to the new procedures.
And you know that there are many more new procedures to come
towards the end of the year…
20. Role Play #1 Questions
• What coaching questions did you use in your
conversation with Mary?
• Did you use destructive or constructive criticism?
• Did you probe the employee for additional
information?
• Did you help your employee to see the need and
prepare for the changes to come?
• In what areas did you feel the coaching session
was most productive? What are some areas that
were harder for you to utilize?
21. Role Play #2
• Bob is one of your supervisors and has been working for The
Marshes for 3 years. He has been your star performer. In his role he
has implemented new systems, organized work flows and
established positive working relationships with his team.
• For the past few months you have noticed that he has been
inconsistent in submitting reports and that they are not as detailed
as they have been in the past. But with everything going on you
haven’t wanted to rock the boat and point this out to him, you have
just accepted the changes. You aren’t sure why things have
changed, maybe he doesn’t feel challenged?
• You are expecting to hire some new employees shortly after your
performance review meeting with Bob. Bob’s role in onboarding
these new employees is critical. You are concerned about his
recent lack of enthusiasm and urgency and need to discuss during
the review meeting.
22. Role Play #2
• Did you take the time to prepare questions in
advance of your meeting with Bob?
• Did your questions correlate to Bob’s issue or did
you get off track or ignore the issue all together?
• Do you find yourself asking questions that
probably should have been phrased differently?
• Were you able to get to the root of the problem
and gain commitment to improve from Bob?
23. Summary of Key Points
• Don’t expect to use the steps perfectly. Advance
preparation does help.
• The model is a template not a script. Coaching is dynamic
and fluid.
• Relax.
• Focus your energy on the issues and plans.
• Seek employee involvement and input.
• Overcome the major hurdles of lack of time, courage and
anger.
• Remember to reflect on the individual who brought out the
best in you and how can you model that behavior for your
employees?
Editor's Notes
Do Exercise with the group
Q&A with the group
COMPLETE WITH GROUP
Good eye contact. Do more.
You can look more confident by standing straighter
Try slowing down a bit
I would have liked to hear more
It might be helpful to involve your audience more
Speak a little louder so the people in back can hear you too
COMPLETE WITH GROUP
-Ensure expectations are clear and employee heading in the right direction
-gather feedback from employee on progress to date, successes, challenges etc.,
-stress that performance is a shared responsibility,
-personal accountability is key,
-reiterate our mission, goals and values and the impact the employee’s work has on those
Coaching, Focus on development of employee (what do you need to do to reach your goals?),
be prepared with behavioral examples to clarify/discuss gaps in performance,
confirm understanding and gain commitment from employee on actions to be taken,
to thank employee for performance in the past year,
to recognize efforts made,
to inform on impact.
This model is fluid, not step by step move from one to the next.