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Coaching & Counseling

Learn the fundamentals of coaching and counseling to enhance employee performance. Understand the coaching process, provide feedback, and differentiate coaching from counseling. Develop essential skills to be an effective coach.

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Coaching & Counseling

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  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 Acceptable Performance Exceeding Expectations

  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

  12. Steps In Coaching • Determine Existing Skills • Establish Goals & Objectives • Inspire Confidence • Explain The Process & Demonstrate • Observe The Employee At Work • Evaluate Learning & Provide Feedback • Follow Up & Make Adjustments

  13. Steps In Coaching • Determine Existing Skills • This Allows You To Gauge The Employee’s 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

  15. 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

  16. 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 can’t measure something, you can’t 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 organization’s success Timebound:There must be a timeline associated with goals in order to follow up and coach

  17. 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

  20. Coaching Through Listening Actively engage in the conversation • Maintain eye contact • Watch your body language • Communicate your comprehension • Nods, Uh-huhs, Questions, Paraphrasing Listen…Don’t just hear!

  21. Listening Skills Practice Take Turns Communicating The Scenario On Page#11 • 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

  23. Training Method • Tell, Show, Do, Review

  24. 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

  27. 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

  30. 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

  33. 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 • Don’t Exaggerate • Avoid never, always, be specific • Don’t Speak For Others • Can feel as though you are ganging up

  35. Performance Feedback Refer To Page #19 Re-Write The Feedback Statements Using The Guidelines Providing Performance Feedback

  36. 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

  38. 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

  39. 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

  40. Steps In Coaching • Determine Existing Skills • Establish Goals & Objectives • Inspire Confidence • Explain The Process & Demonstrate • Observe The Employee At Work • Evaluate Learning & Provide Feedback • 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

  42. What QuestionsDo You Have ?

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