effective coaching: engaging your employees · 2018-07-31 · effective coaching: engaging your...
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Effective Coaching: Engaging Your Employees 7/5/2017
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Effective Coaching: Engaging Your Employees
Presented by
Aimee Pedretti, GPHR
Agenda
• Setting the Stage
• Coaching vs. Progressive Discipline
• Creating a Coaching Environment
• Coaching Questions
• Coaching Conversations
• Q & A
Setting the Stage
Effective Coaching: Engaging Your Employees 7/5/2017
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What is Coaching?
Purpose Frequency Integration with daily work
Q. Should I use Coaching or Performance Evaluations?
A. BOTH!
Coaching: “a style of management primarily characterized by asking employees questions in order to help
them fulfill their immediate responsibilities more effectively and advance their development
as professionals over time.”
-Harvard Business Review Guide to Coaching Employees
Effective Coaching: Engaging Your Employees 7/5/2017
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Coaching vs. Progressive Discipline
Effective Coaching: Engaging Your Employees 7/5/2017
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Basics
Limits
Appropriate Use
Effective Coaching: Engaging Your Employees 7/5/2017
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Creating a Coaching Environment
Effective Coaching: Engaging Your Employees 7/5/2017
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Asking Coaching Questions
Facilitate Employee-Led Solutions
• The employee has the solution, your role is to help them locate it with questions
• Keep questions broad and open-ended
• Avoid questions that start with “why”
Effective Coaching: Engaging Your Employees 7/5/2017
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Use Open-Ended Questions
Questions should not be able to be answered with “yes” or “no”
Examples:
• “What is the status?” vs. “Are you finished?”
• “What can you learn from this?” vs. “You won’t do that again, right?”
• “Tell me your understanding of…” vs. “Is this clear?”
Having Coaching Conversations
Effective Coaching: Engaging Your Employees 7/5/2017
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Effective Coaching: Engaging Your Employees 7/5/2017
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Q & A
GPHR, SHRM-SCP | HR Consultant
Aimee is a recognized leader in the field of Human
Resources. Aimee was previously the Global Director for
the Board of Directors of the local chapter of the Society
for Human Resource Management. Previously, she was
the HR Director and Global HR and Organizational
Effectiveness Adviser for an international humanitarian
relief and development organization, and worked as an
HR consultant to small and mid-sized companies.
Aimee Pedretti
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