november 17, 2015. understanding coaching it is planned and purposeful it requires a special set of...

November 17, 2015

Understanding Coaching

• It is planned and purposeful• It requires a special set of skills,

attitude, and qualities• It provides those who are being

coached a perspective on their abilities they can not see themselves

Understanding Coaching in Business

• Developing people on purpose• Can happen during any interaction• Involves employees in the process of

planning, creating, and problem solving.

DEFINITION:An interactive process between managers or between a manager and an employee that enhances behavior, thought processes, and performance.

Key Coaching Moments

• Consciously or unconsciously we make a choice

• The quality of our lives and relationships are determined by these choices

• People who respond positively grow in self-confidence and effectiveness

• People who respond negatively become less effective

A reality which presents a challenge and demands a response.

Stages of Organizational & Team DevelopmentHigh Performance Stage

• Excellent performance results• Growth from new business opportunities• Excellent processes, structure, & systems

aligned to strategy• High involvement & empowerment of people• Respect for people is a part of the culture• Good communication and information sharing

Stability Stage• Consistent performance results• Basic processes, structure, & systems in place• Adequate resources in place• Some clarity of goals and direction• Consistency of priorities• Well-defined policies & procedures

Chaos Stage• Inconsistent results• Crisis & short term focus• Shifting priorities, lack of clear directions, & goals• Processes, structures, and systems not in place• Unclear policies & procedures• Lack of teamwork• Inadequate people & resources

Team

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CoachingDelegation

Performance Management

Introducing the G.R.O.W. Model

• Goal setting: goals (expectations) must be set in order to give direction and purpose to coaching.

• Reality check: both you and your employee must come to terms on the current state or level of performance or any issues that are causing breakdowns.

• Options developed: you and your employee explore action steps that will help them improve their performance.

• Wrap it up with a plan: once you nail down an option or two, it is time to strike it down on paper so to speak.

How Does This Apply to You?

Identifying Appropriate Goal Areas

Here are some questions you should ask:• What does success look like?• What goals are you working on right now?• Where are you in relation to those goals?• What do you think is keeping you from

reaching this goal?• How will you know you reached that goal?

Identify the Current Reality

• Identify obstacles: Have a frank discussion with your employee and determine what is blocking their performance.

• Root out the cause: Many times underlying emotions or problems may be the cause of the obstacles. Ask probing questions.

• Antidote: A remedy to the situation is needed in order to get past this obstacle. Brainstorm with your employee on ways to remove the obstacles.

Explore Options Together

Working together…• Identifies Better Ideas: some employees struggle

when it comes to their own development• Builds Buy-in: you want your employees to own

their improvement • Ensures Professional Growth: because the

options developed will have more meaning and lasting commitment

Wrap-Up: Creating a Plan

• Learn: some form of learning should take place. • Apply: implement what was learned soon after

learning is completed. • Measure: agree on a method of measuring

when and how the new learning is used on the job.

• Assess: review the impact of the new skill on the performance metric being improved.

Coaching Competence & Trust

• Trust is built over time and is accomplished through your actions.

• Trust, in the realm of coaching, could be defined as the ability to instill confidence, and reliance in you by being fair, truthful, honorable, and competent in what you do as a manager.

• Lacking in any of these areas could hinder you instilling trust into your employees.

Building Trust as You Coach

1. Maintain positive body language2. Listen to them intently and speak less3. Always respect your employees4. Keep things confidential5. Keep your promises6. Be honest and transparent7. Be confident8. Tell them you believe in them

Thank You for Your Time!

David Liddell603-881-9999

dliddell@skye-solutions.com

Next Webinar:December 15@ 2pmThe Power of Persuasion