how coaching affects performance management: do's, don'ts ... coaching webinar.pdf · how...
TRANSCRIPT
How Coaching Affects Performance Management: Do's, Don'ts and Current Trends
• Current performance management trends
• Why conducting 1-on-1 coaching and feedback is essential to all managers
• How managers can facilitate effective 1-on-1 coaching and feedback
• Difficult conversations in the workplace: Tips & Best Practices
We will cover…
Presented by…
@7Geese #OKRs
WENDY PAT FONG @WENDYPFONG Director of Talent and Operations, 7Geese
ISABELLA (IZZIE) EGAN @IZZIEEGAN CEO, BLANKSLATE.Partners
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Align your team and achieve more, together.7Geese is a team-driven, continuous, and transparent platform that helps organizations rollout objectives and key results goal-tracking, values-based
recognition, and a continuous culture of coaching.
BLANKSLATE. PartnersOn Demand HR: Working in partnership to
create stronger, better workplaces
1. Importance of Coaching for an organization
2. Trends in coaching 1-on-1
3. Research on benefits of coaching culture
4. Coaching in Depth
5. Best Practices
Agenda
Coaching is unlocking a person’s potential to maximize their own
performance. It is helping them to learn rather than teaching them.
- Timothy Gallwey
Asked for a conservative estimate of monetary payoff
from coaching they got, these managers described an
average return of about 6 times what the coaching had
cost their companies
- FORTUNE Magazine Feb 2001
Importance of Coaching
Coaching impacts each and every team member in an
organization . . .
• Skill development at all levels
• Creation of a leadership pipeline
• Engagement by all employees
• Retention of employees at all levels
• Increase in business performance
Power of Coaching
The goal of coaching is the goal of good management; to make the
most of an organization valuable resources.
- Harvard Business Review
• Incorporating coaching culture
• Managers becoming coaches
• Employee driven conversations
Trends in coaching 1-on-1
Data collected proved that good management actually makes a difference in performance
Found 8 qualities for a good manager:
• Is a good coach
• Empowers the team and does not micromanage
• Expresses interest in and concern for team members’ success and personal well-being
• Is productive and results oriented
Google’s Project Oxygen
Found 8 qualities for a good manager:
• Is a good communicator - listens and shares information
• Helps with career development
• Has a clear vision for strategy for the team
• Has key technical skills that help him/her advise the team
Google’s Project Oxygen (con’t)
7Geese used our own data to find a correlation between
frequency of 1-on-1s and team performance
Monthly 1-on-1s improved performance 35% vs. no 1-on-1s
7Geese Data
Av Progress
47%
55%
64%
72%
80%
Bi Weekly Monthly Quarterly None
1-1 per report freq Av Progress
Weekly
Bi Weekly 51%
Monthly 76%
Quarterly 59%
0 67%
• Incorporating coaching culture
• Managers becoming coaches
• Employee driven conversations
Trends in coaching 1-on-1
Frequently asked questions:
• Are they part of the performance management cycle?
• Why do we need them?
• How often do I have to have them?
• Who owns the meeting and how do they work?
• I’m not a coach—I’m just their manager.
• They are a waste of time and we’re too busy for this
1:1’s - What are they anyway?
Who are you in the conversation?
Prepare for Your 1-on-1• Make it a two-way dialogue
• Actively listen
• Ask questions
• Be specific
• Look for solutions
• Focus on outcomes that encourage improved performance
• Seek agreement
Questions to Get StartedAbout them personally: (Yes—we’re saying get to know your team on a personal level!)
• Tell me about your week—what has it been like for you? What’s going on in your life?
• Tell me about what you’re working on
• Where do you think I can be most helpful?
• What questions do you have about this area of responsibility or project?Do you know
how you’re making an impact for the company/project/team?
Questions to Get Started (con’t)About their day to day and relationship with the company:
• Are you happy working here?
• Who is really kicking ass in the company? Who do you admire?
• What’s the biggest opportunity that we’re missing out on?
• What could I do differently to support you/what do you need to achieve your goals?
• What are you working towards personally?
• Do you have the resources you need?
Success and Common Pitfalls• How do I know if the 1-on-1’s are any good?
• We get stick in weekly updates—how do I avoid this?
• Our company is plagued meetings for meetings sake—is this one?
• I’m not sure I connect with my team?
• They don’t like me, so why would they want to spend time with ?
Caution: Personal Bias AheadPersonal perception and biases may influence how
you view your team members performance.
• Halo Effect
• Leniency
• Strictness
• Contrast Effect
• Similar-To-Me Effect
Q & A Discussion
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Align your team and achieve more, together.
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