Fundamentals of CoachingFundamentals of CoachingTechniques For Improving Employee Performance

Welcome and IntroductionsWelcome and Introductions

AgendaAgenda

Overview

Presentation

Discussion

Review

Exam

Program ObjectivesProgram Objectives Identify the differences between

mentoring/coaching and coaching/counseling.

Describe “best practices” for use in side-by-side coaching, including tips on giving positive and negative feedback.

Outline the steps of applying various feedback methods and when to use each.

Assemble a coaching session planning guide.

Identify the steps of a positive discipline plan.

Program goalsProgram goals

Improve employee performance

Help people achieve greatness

Help the organization grow

Build habits of constant achievement

Mentor vs. CoachMentor vs. Coach

Mentor Two levels above Acts as an advisor

Coach Could be anyone Acts as a tutor

CommitmentCommitment

Coaching requires quality-

Time

Practice

Feedback

AttentionAttention

Provide motivation

Give your time

Show respect

Unlock PotentialUnlock Potential

Give positive and negative feedback

Avoid giving answers

Help employees learn

Counseling vs. CoachingCounseling vs. Coaching

Both are avenues of self-development

Each produce different feelings

Counseling deals with the whole person

Coaching helps people focus on goals

What’s Counseling?What’s Counseling?

Past influences requiring intervention

Emotional matters

Unresolved issues

Sensitive areas

Not your role!

Coaching, A Rocket To ChangeCoaching, A Rocket To Change

Focus individual goals

Align goals with organizational goals

Creates effective, rewarding performance

Everyone Has A PieceEveryone Has A Piece

Goals

Solutions

Production

Healthy Climate

AccountabilityAccountability

Uphold standards

Check progress

Ask questions

Seek answers

Bad HabitsBad Habits

Self pity

Not lucky

Low self worth

Not smart enough

Help set good habits and bring them into the individuals daily life!

The 5 Success FactorsThe 5 Success Factors

Develop rapport

Know your outcome

Take action

Have sensory acuity

Have behavioral flexibility

Coaching StylesCoaching Styles

Best practices for positive feedback Friend

Prophet

Expert

Officer

Negative FeedbackNegative Feedback

Coaching choices do not depend on the variables of-

Age

Gender

Education

ReviewReview

The Main Goals of CoachingThe Main Goals of Coaching

Determined by the employee’s needs Skills

Performance

Development

Agenda

Using The Grow ModelUsing The Grow Model

Positive feedback can be formal and informal with the model, GROW is-

Goals

Reality

Options

Will/Wrap-up

Seven Steps For Tough LoveSeven Steps For Tough Love Choose the time and place

Tissues at the ready

Open and ready ears

Cut to the chase

Let them speak

Best behavior

Right to choose

Coaching Session PlanCoaching Session Plan

Identify job segments

Identify performance standards

Identify standards characteristics

Identify areas of opportunity

Establish checkpoints

Identify Performance StandardsIdentify Performance Standards

Job based Achievable

Understood Agreed on

Written Changeable

Time oriented Specific

Measurable

DDI’s Six CheckpointsDDI’s Six Checkpoints

Outcomes

Benefits

Barriers

Support

Approach

Evaluation

ReviewReview

Positive Discipline PlanPositive Discipline Plan

Direct the session

State Expectations

State observations

State performance standard

State consequences

Listen

ReviewReview

Fundamentals of Coaching ExamFundamentals of Coaching Exam

You have 15 minutes