mod 5 impact of coaching ny_lb_6_20_14
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The Impact of CoachingThe Impact of Coaching
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The Value of Coaching
Coaching provides for direct on-the-job learning
employees who are coached to performance rather than managed to
performance are more committed
Coaching improves focus and motivation
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A personal process that motivates a employee to accelerate their developmentand maximize their potential
Coaching Is…
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Coaching
TELLING GUIDINGTELLING GUIDING
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Solving for the root cause versus
the presenting problem
Coaching
“Peeling the Onion”
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Primary Goal of Coaching is to….
…help the person
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Creating the Coaching Environment
Intention
Relationship Words
TRUST
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A Manager’s Options
Managing
Teaching
Mentoring
Coaching
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Looking for Coachable Moments
Coachable Moment
“a moment in time when the individual is open to taking in new information that will
effect a change in their knowledge and behavior”
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Looking for Coachable Moments
Is it the situation
or
the person?
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Coaching Impact
Job Skills Time/Work Management
Knowledge Attitude Behavior Character
Difficult
Easy
Creating Personal Change
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Dimensions of
Coaching
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Dimensions of Coaching
Directive Coaching• Giving Advice• Telling• Teaching
Non-Directive Coaching• Asking Questions• Guiding• Development
How to Coach
66% of the people
surveyed prefer Non-
Directive Coaching*
*Survey completed by Workplace Publishing
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Directive CoachingWe are all most familiar with directive coaching in
which the Manager as Coach directs the employee by giving advice, instruction, or feedback: by telling
the employee what to do; or by teaching the employee how to do something.
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Non-Directive Coaching
You may have also used the non-directive method of coaching
• Explore the employee’s perceptions of how the call went • How does she view her current situation?• What feedback has she gotten? • What does she view as her problems and opportunities?
• Ask the employee how serious she thinks the problems are. • What will happen if she does nothing? • What issues will remain?
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How to CoachDirective
�When you have little time.�When there is one right way
to do something.�When you have a lot more
knowledge and experience than the employee.
�When the outcomes are regulated by law.
�When the employee is unaware of the need.
Non-Directive�When the employee is already
highly skilled�When you are coaching peers
or people who already have a moderate-to-high level of knowledge and skill.
�When the employee is (or wants to be) self-reliant.
�When you goal is to help employee learn to help themselves.
�When the employee’s commitment to the solution is critical.
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Summary
1. Determine the appropriate form of coaching – Directive or Non-Directive
2. Create the coaching environment – build trust
3. Look for coachable moments – when the employee is open to learn