employee coaching - the lost art

Employee Coaching

The Lost Art

Where have all the good coaches

gone in our organisations?

Let’s start with some

principles of good

coaching

Principles of good coaching

1. High touch - frequent check-ins with the employee

2. High Tech - An up to date view for role types

3. Understanding of required mental/emotional skills

4. Understanding of the mechanics of the employees role

5. Individualised training using a ‘Life-fit’ approach

6. Helping employees become more proficient at self-management

Coaching done

properly is a big

commitment

It’s more than just performance improvement

Employee

Coach Teacher

Communicator

Organiser

Improve Performance Manage Risk Influence Employees

Develop Team Work with Others Coach self

Development

Working with employee

Working with Others

Why should we

coach??

People What better message to give to employees than you are here to

coach and help them in their careers

Culture A coaching culture is a helpful culture that

promotes deeper relationships and

growth

Future Coaching is an

investment in the future; helping

develop the younger generation

Performance Coaching is goal based focused on achieving results and improving

individual and collective

performance

Who can coach??

Managers Best placed to build coaching relationship with team members and understand the daily demands and

needs

Mentors Experienced

resources with enough distance from day to

day role for fresh perspectives

Externals Professional coaches who can come in and

deliver a quality coaching experience

immediately

Programs Structured

development programs to oversee coaching

pathways with a longer term view

So what’s the

problem??

Mentors Experienced

resources with enough distance from day to

day role for fresh perspectives

Externals Professional coaches who can come in and

deliver a quality coaching experience

immediately

Programs Structured

development programs to oversee coaching

pathways with a longer term view

Today’s managers are not

incentivised enough to deliver

coaching, whilst also dealing with

an ever increasing burden of task

related activity.

So what’s the

solution??

3 Step plan to Better Coaching

1. Organisation and senior management support for coaching as a value add discipline

2. Hands on support and training to up skill people managers with effective coaching techniques

3. The role of the manager redefined to give equal weighting to people as to tasks

The managers

coaching toolkit

Direct Instruction

Increasing Responsibility

Facilitative Questioning

Modelling

Training / Materials

Feedback

Coaching Toolkit

It’s more than just one on one conversations

Direct Instruction

1. Setting meaningful tasks that encourage high success rates

2. Providing instructions on how to execute these tasks where appropriate

3. Providing feedback on effort, attitude and execution

Facilitative Questioning

1. Setting problems and tasks that involve an element of 'working out' (and therefore learning)

2. Interested in improving the decision making and problem solving abilities of the employee

3. Placing ownership onto the employee to think things through

Increasing Responsibility

1. Provide new learning opportunities

2. Encourage responsibility for own development

3. Encourage input into the coaching process

Modelling

1. Demonstrating good performance

2. Using other high performers as models

3. Looking past immediate team for examples of best practice

Training Materials

1. Written training materials

2. Formal training courses

3. Online learning

Feedback

1. Direct feedback from coach

2. Stakeholder feedback

3. Video analysis

4. The future - sensors

Summary.....

Good coaches are in every

organisation.

We just need to get them

coaching!

Iandboreham.com

Solving Daily Life

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