Coaching

1
Coaching Counseling

• Maximizing Opportunities

2
Course Outline

• What Is Coaching
• Knowing When To Coach
• Steps In The Coaching Process
• Providing Constructive Feedback
• Coaching Vs. Counseling
• Wrap Up / Application Planning

3
Course Objectives

• Demonstrate the skills needed to coach and
  counsel your employees
• Develop methods to prepare for the coaching
  session
• Determine what it takes to be an effective coach
• Understand the difference between coaching and
  counseling employees

4
Why Do I Need To Coach?

• People Usually Do Not Get Better On Their Own
• They Must Have Someone Or Something To Help Them
  Measure Improvement.

5
What Is Coaching?

• In Your Table Groups, Brainstorm What Coaching
  Means To You.
• Be Prepared To Report Out To The Class.

6
What Is Coaching?

• Coaching transfers the knowledge and skills to
  improve employee performance
• Coaching is all about encouraging, correcting
  challenging your team
• Coaching is noticing how your team is performing
  and telling them

7
My Best Coach

• Think About That Person Who Was A Great Coach To
  You
• What Impact Did They Have On You?
• What Did They Do That Helped You?

8
The Best Coach

• If We Asked Your Employees The Same Question
• Would They Feel The Same About You?

9
Successful Coaching

• Requires A Foundation Of
• Trust
• Mutual Respect
• Positive Focus
• Accountability
• Relationships

10
Coaching Continuum
Corrective
Developmental
Coaching Poor Performance
Coaching Good Performance
X
Below Expectations
Exceeding Expectations
Acceptable Performance
11
Coaching Counseling

• As You Watch The Video, Take Note Of The
  Different Ways And Different Times When You Need
  To Coach
• Take Note Of The Seven Steps Included In The
  Coaching Process

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Steps In Coaching

1. Determine Existing Skills
2. Establish Goals Objectives
3. Inspire Confidence
4. Explain The Process Demonstrate
5. Observe The Employee At Work
6. Evaluate Learning Provide Feedback
7. Follow Up Make Adjustments

13
Steps In Coaching

• Determine Existing Skills
• This Allows You To Gauge The Employees Skill Set
• It Will Help You Determine Your Focus On Areas Of
  Development

1. Determine Existing Skills 2. Establish Goals
Objectives 3. Inspire Confidence 4. Explain The
Process Demonstrate 5. Observe The Employee At
Work 6. Evaluate Learning Provide Feedback 7.
Follow Up Make Adjustments
14
Determining Existing Skills

• Complete The Template For Identifying
  Developmental Needs Page 8

Current Skill / Knowledge Developing Skill / Knowledge Coaching Opportunities Formal Training Needs
What do they know or are able to do today? What do they need, want or desire to be able to do? What coaching or mentoring will they need from you? What specific training needs will you need to provide?
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Steps In Coaching

• Establish Goals Objectives
• Objectives Or Goals Must Be SMART
• Goals Must Be Actionable
• Goals Must Be Mutually Agreed Upon

1. Determine Existing Skills 2. Establish Goals
Objectives 3. Inspire Confidence 4. Explain The
Process Demonstrate 5. Observe The Employee At
Work 6. Evaluate Learning Provide Feedback 7.
Follow Up Make Adjustments
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SMART Goals
Page 9

• Specific Be sure to focus on specific issues,
  behaviors or actions. Seek Clarity!
• Measurable Put a measurement system in place. If
  you cant measure something, you cant manage it
• Achievable Be sure to set a goal that you know
  is attainable and achievable
• Relevant The goal must be relevant to their job
  or to the organizations success
• Timebound There must be a timeline associated
  with goals in order to follow up and coach

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Goals Objectives

• Using The Opportunity We Stated For One Of Your
  Employees
• Complete The Template On Page 10
• This Should Help You Plan Organize Your
  Individual Coaching Session.

18
Time For A Break
19
Steps In Coaching

• Inspire Confidence
• Convey Your Positive Intent
• Let The Employee Know Your Confidence In Them
• Listen To Their Concerns

1. Determine Existing Skills 2. Establish Goals
Objectives 3. Inspire Confidence 4. Explain The
Process Demonstrate 5. Observe The Employee At
Work 6. Evaluate Learning Provide Feedback 7.
Follow Up Make Adjustments
Page 11
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Coaching Through Listening
ListenDont just hear!

• Actively engage in the conversation
• Maintain eye contact
• Watch your body language
• Communicate your comprehension
• Nods, Uh-huhs, Questions, Paraphrasing

21
Listening Skills Practice

• Take Turns Communicating The Scenario On Page11
• How will you communicate to convey positive
  intent
• What suggestions on paraphrasing to provide
  constructive feedback

22
Steps In Coaching

• Explain The Process Demonstrate
• Take Your Time To Clearly Explain
• Give Employees The Big Picture
• Explain The Why And The How
• Answer Questions Directly Honestly

1. Determine Existing Skills 2. Establish Goals
Objectives 3. Inspire Confidence 4. Explain The
Process Demonstrate 5. Observe The Employee At
Work 6. Evaluate Learning Provide Feedback 7.
Follow Up Make Adjustments
Page 13
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Training Method

• Tell, Show, Do, Review

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Training Method

• Tell
• Define The Task
• Explain Each Step
• Explain The Purpose

25
Training Method

• Show
• Demonstrate Each Step
• Emphasis Key Points
• Discuss Difficult Steps
• Involve The Person

26
Training Method

• Do
• Have The Person Do Each Step
• The Person Explains Each Step
• Coach And Redirect As Needed

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Training Method

• Review
• Review The Steps
• Use Self Appraisal
• Emphasize Key Points
• Coach And Redirect As Needed

28
Instructional Activity
29
Steps In Coaching

• Observe The Employee At Work
• Observation Is The Key To Coaching
• It Allows You To Gauge Understanding
• It Provides A Hands On Approach
• Your Role Is To Remove Obstacles

1. Determine Existing Skills 2. Establish Goals
Objectives 3. Inspire Confidence 4. Explain The
Process Demonstrate 5. Observe The Employee At
Work 6. Evaluate Learning Provide Feedback 7.
Follow Up Make Adjustments
Page 16
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Observing Performance

• Suggested Techniques
• Convey Your Positive Intent
• Tag-Along For Part Of The Day
• Conduct Skip-Level Meetings
• Conduct Spot-Checks
• Provide Immediate Feedback

31
Steps In Coaching

• Evaluate Learning Provide Feedback
• Feed Employees The Positive
• Accentuate What They Did Right
• Gently Provide Areas Of Improvement
• Provide Specific Examples

1. Determine Existing Skills 2. Establish Goals
Objectives 3. Inspire Confidence 4. Explain The
Process Demonstrate 5. Observe The Employee At
Work 6. Evaluate Learning Provide Feedback 7.
Follow Up Make Adjustments
32
Performance Feedback

• What Is The Most Frequent Type Of Feedback
  Received By An Employee?

• Positive
• Negative
• No Feedback

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Performance Feedback

• Packaging Feedback Using Questioning
• How Did It Go?
• This helps the employee use self-evaluation
• What Went Well?
• This begins the positive conversation
• What Would You Do Differently?
• Allows the employee to offer suggestions
• If I Could Change Something
• Now the employee is open to counseling

34
Performance Feedback

• Package Positive Negative Feedback
• Give Specific Examples
• This helps clarify the issue
• Describe The Behavior, Not The Person
• Gives a more accurate description
• Dont Exaggerate
• Avoid never, always, be specific
• Dont Speak For Others
• Can feel as though you are ganging up

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Performance Feedback

• Refer To Page 19
• Re-Write The Feedback Statements Using The
  Guidelines
• Providing Performance Feedback

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Steps In Coaching

• Follow Up Make Adjustments
• Schedule A Time For Follow Up
• Provide Realistic Feedback
• Make Adjustments If Needed
• Be Specific With Developmental Needs

1. Determine Existing Skills 2. Establish Goals
Objectives 3. Inspire Confidence 4. Explain The
Process Demonstrate 5. Observe The Employee At
Work 6. Evaluate Learning Provide Feedback 7.
Follow Up Make Adjustments
37
Coaching Vs. Counseling

• Coaching Is About Performance
• Setting Clear Expectations
• Directing The Development Of Employees
• Mentoring And Reinforcing Performance
• Counseling Is About Expectations
• Determining Obstacles Impeding Performance
• Minimize The Barriers To Acceptable Standards
• Providing Clear Expectations Or Training

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Setting The Stage

• Time
• Right time, right atmosphere
• Location
• Private, quiet, free from interruptions
• Invitation
• Advance notice with ample time to plan
• Purpose
• Agenda, Objectives, keeps you on track

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Coaching Poor Performance

• Select A Coach And An Employee From Your Group To
  Role-Play The Scenarios On Page 23, 24, 25
• Debrief The Role-Play And Then Reverse Roles

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Steps In Coaching

1. Determine Existing Skills
2. Establish Goals Objectives
3. Inspire Confidence
4. Explain The Process Demonstrate
5. Observe The Employee At Work
6. Evaluate Learning Provide Feedback
7. Follow Up Make Adjustments

41
Application Planning
Now That You Have All This Information How Will
You Be A Great Coach? Complete The Application
Planning Section On Page 26
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What QuestionsDo You Have ?