Coaching:: Bring Out The Best in Your Employees
Coaching:: Bring Out The Best in Your Employees
Coaching:: Bring Out The Best in Your Employees
Presented by:
Carolyn Gerich, PHR
Employee Relations Specialist
What is coaching?
Counseling:
Coaching:
Change in procedures
New responsibilities
Counseling:
Emotional outbursts
Erratic behavior
Coaching:
Increase in errors
Missed deadlines
Untapped potential
Ability to do better
Can't do:
The employee does not have the ability or resources to do the job.
Won't do:
They have the ability but just do not want to do the job.
2.
3.
Consider the timing: either before the event, in the form of advice; or immediately
after the event, as positive feedback.
4.
Consider the needs of the person receiving the feedback, as well as your own.
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2.
Make sure the other person knows you understand what they are saying.
Examples:
"What I hear you saying is."
"I get the impression that."
3.
Listen for underlying cues attitudes, feelings and motives behind employee's
words. Confirm your perception by using the following examples:
"I can imagine that you must feel"
"If it ever happened to me I would be"
4.
5.
Discuss implications.
Expand the discussion by using the following:
"If you did that, then would you be able to"
"Would that mean that"
6.
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Specific, observable actions that can be measured - with a specific target date.
2. Observe Performance
Take notes and keep track of what the employee is doing right and build on those
strengths.
Focus on behaviors that are important to the employees success and work on
them first.
Discover the areas where the employee is meeting and exceeding expectations
and those areas where they are deficient.
Timeliness is important.
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P
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Think about how many sessions you will need to conduct to ensure you have the
employees trust and confidence.
When you tell the employee you want to meet with them, be clear on the reason
you want to meet with them.
Tell them the time and place of the meeting.
Allow for at least 30 minutes. If it takes longer, schedule a follow-up discussion
as soon as possible.
Remove all distractions (the phone, visitors) from the meeting place.
Remove all physical barriers between yourself and the employee. Try not to sit
behind your desk.
Write what you plan to say and rehearse it.
Take notes to document the session.
Avoid negative responses such as:
7 If you dont . . .
7 You ought to . . .
7 If I were you, I would . . .
7 Why did you . . .
7 Youll get over it. or Youll be okay.
7 You think you have it bad? When that happened to me . . .
7 You shouldnt feel that way.
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2.
3.
4.
5.
Speed
Quantity
Accuracy
Thoroughness
Timeliness
Discuss the situation until you agree on the problem and the impact
it has on the University and others.
Ask them to outline a plan for putting the solution into action.
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Is the employee successfully making the changes that the two of you
agreed upon?
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Reference List
Lawson, Karen, Ph.D. (1996). Improving Workplace Performance Through Coaching,
American Media Publishing: Des Moines, IA.
Lucas, Robert W. (1994). Coaching Skills: A Guide for Supervisors, McGraw-Hill: New
York.
Minor, Marianne. (1996). Coaching and Counseling: A Practical Guide for Managers
and Team Leaders, Crisp Publications, Inc.: Menlo Park, CA.
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Name ________________________________
Department____________________________
Address ______________________________
L.C. __________________________________
My personal action plan for the next three months(March, April, May):
To improve my coaching skills, I plan:
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
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Takes the time to explain new procedures and makes sure I understand.
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Examples of Feedback
Ineffective
Effective
"The report you submitted had some errors. Let 's talk about what
happened and how we can improve."
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