cipd coaching for managers

Welcome toCoaching for Managers

Alan Adair

Extra Dimension

Taking your managers to another level

To help you to establish the next steps indeveloping your organisation’s coaching capability

Objective

Agenda

• Introductions• What the survey said• So what?

Break

• 10 min coaching demo• What can managers coach?• Meet the Motivation Review• Make today matter

Break

• Case study

Introductions

•Brief introductions round the table

•What is coaching? - a skill, a style, a process or something else

•Why is coaching important? - for leaders - for the organisation

Why is coaching important

•Very few people are motivated by a directive manager•We need staff to take on responsibility•We need leaders to lead

What is coaching

•Many skills (endless) – primarily active listening•An effective leadership style •An amazing development tool

Brief roundup of recent survey

Valerie Anderson, Charlotte Rayner, Birgit SchynsPortsmouth Business School

Survey remit

•Cross-industry•What is the current coaching capability level•What are the obstacles to success

Who took part, questions

•12 diverse organisations, 500+ responses•People managers•Questions based on the use of behaviours

Key survey findings

•Gap between use of primary coaching characteristics - development orientation - performance orientation - giving effective feedback

and mature coaching characteristics - using other people’s ideas - team-based problem solving - engagement / empowerment

•Success requires mutual respect between manager & staff

What does this mean for you?

There appears to be two levels of coaching capability

•It is relatively easy to create a basic coaching capability

•It is harder to develop the mature coaching characteristics

•The latter is where the best results lie (in my opinion!)

Do you have the right leaders?

Find the balance - formal coaching, coaching style, mentoring

Access the online tool

So what?

•What can you do to develop your managers’ coaching skills?

•What are the critical success factors for your organisation?

•What are the obstacles to success?

RE-discover…….

a refreshing coaching technique

What can coaching do for managers?

•Free up their time to lead•Motivate the individuals and the team *•Develop a highly effective team (do more for less)•Gain the respect of the team and peers•Develop their successor•Build confidence

Performance at Work

DIRECTION

SKILLS MOTIVATION

Key Symptoms of Poor Motivation

CHURN- recruitment- training- sales ABSENCE

- stress- reactive- effectiveness PRESENTEEISM

- productivity- procrastination- customer satisfaction

PERFORMANCE

%

MOTIVATION %

Benefits

• More loyal staff• Retention of good staff• Reduced ill health & sickness• Greater productivity

• Increased customer satisfaction

• Increased sales/revenue• Happier culture• Improved inter/intra team communication• Facilitates manager/team/individual discussion• Development of role in line with motivators

BUILDER seeks money, material satisfactions, above average living

DIRECTOR seeks power, influence, control of people/resources

EXPERT seeks expertise, mastery, specialisation

FRIEND seeks belonging, friendship, fulfilling relationships

DEFENDER seeks security, predictability, stability

STAR seeks recognition, respect, social esteem

SEARCHERseeks meaning, making a difference, providing worthwhile things

CREATORseeks innovation, identification with new, expressing creative potential

SPIRIT seeks freedom, independence, making own decisions

The 9 Work Motivators

Team Audit

How you can use this?

• Write down 3 things you will take away• What support do you need?

- internal / external

- key people• What is the one thing you can start tomorrow

that will make a difference?

Thank youWe welcome your feedback, please keep in touch.

Extra Dimension:Team Development

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