Effective Coaching Strategies for Management

FavoritesWho is your favorite coach of all time?

Why?

• Be able to apply Rapid Updates to improve and praise

performance

• Recognize the difference between coaching,

punishment, and discipline

• Understand coaching and when it should be used

Objectives

Agenda• Definition of development and coaching

• Team Members and performance

• Rapid updates

• Improvement feedback

• Praise

Knowledge, Skills and Abilities

Management

Career Goals

Team Member Development This is a joint, on-going process between a Team

Member and management to upgrade knowledge, skills, and abilities

To be successful, it will require a balance between an individual's career goals, and the needs of our company

Our Company

In your own words

◦Write your own definition

Different Approaches

The deliberate infliction of harm upon somebody, or the withdrawal of something positive, by an authority, in response to having committed some offence

Purpose: ◦reformation: the harm inflicted

teaches the individual to behave better in the future

◦deterrence: knowledge of the penalties deters potential offenders

Punishment:

Training to obey rules or accept authority, or to punish in order to gain control or enforce obedience.

Discipline:

Practice of inspiring, energizing, and facilitating the performance, learning and development of an individual or team

Coaching:

Coaching is utilizing improvement feedback and praise to develop a Team Member

It is letting a Team Member know what they do matters to you

Any interaction is a potential coaching opportunity

Being a Coach

We Are All Coaches! What is the outcome of coaching a Team

Member rather than disciplining or punishing them?

How often do you discipline or punish a Team Member rather than coach them?

Record the specifics of your approach and how it was received

LEVEL 20% 50% 30%

DESC.

FEED BACK

Coaching

Improvement Feedback

Praise

How would you describe the performance of each segment of Team Members? Record your answers here.

Peak Performance

Ego

Social Needs

Safety Needs

Physiological Needs

Self-Actualizati

on

Maslow’s Hierarchy of Needs

Top Team Member Motivators• Team Members

• Value Team Members as people

• Give .

• Support growth and development

• Create a and environment

• Offer frequent opportunities

• Recognize and reward performance

Involve

direction

fun enjoyable

communication

How do you reward good performance in your Team Members?

Rewards

Record the specifics in your packet

Do your rewards meet the motivation ofthe Team Member? Why or why not?

The Service-Profit Chain

Satisfied Team Members make for satisfied guests

• Communicates performance MUST change

Also….

• Communicates support to the Team Member

Improvement Feedback

Think of a past interaction with a direct report where you communicated their performance needed to improve

Improvement Feedback

Record the specifics of your approach and how it was received

Critique the video clips of coaches giving improvement feedback

What was effective?

How did the manager show support?

What was ineffective? What would you change?

Improvement Feedback

Improvement FeedbackTips for effective improvement feedback

• Give feedback as soon as possible after observing

• Give in private

• Be tough on performance, not the person

• Be specific, clearly define needed changes and desired outcomes

• Emphasize the impact on the casino, the department, or team

• Get agreement that a gap in performance exists

• Resist the temptation to get defensive

• Communicate to them that you want them to succeed

• Reinforces positive behaviors

• Creates an environment where team members are more receptive to improvement feedback

Improvement Feedback

No or little praise

The Gallup

Organization

Praise

Tips for effective praise

• When you see it, say it!

• Specific

• Sincere and meaningful

• Keep praise about praise

• Individualized

Praise

Your guess: ___ to 1

Actual: ___ to 1

What is the optimal praise to improvement feedback ratio in

organizations?

The Gallup

Organization

Improvement Feedback

Praise

?

3

TEAM MEMBER PERFORMANCE

The Balancing Act

A short interaction that lets your Team Members know that what they do matters to you. It is an opportunity to provide improvement feedback and praise.

Rapid Updates

Read through the following scenarios and describe how you might give feedback in a rapid update

Moving Forward

What steps do you need to take to become a coach?

How will you use Rapid Updates to improve Team Member performance?

From today’s topics, what is one thing you can immediately apply back in your workplace?

Effective Coaching Strategies for Management

Thank you!