Coaching For SuccessCoaching For Success

Helen DyrkaczHelen Dyrkacz

November 6, 2008November 6, 2008

ObjectivesObjectives

• To understand the principles of coaching

• To learn the coaching process

• To conduct a coaching session

• To use various tools to enhance coaching

• To learn how to provide support and ongoing coaching assistance

What is Coaching?What is Coaching?

Webster

• A teacher who helps someone prepare for a special test

• A person who teaches athletic teams

• To teach or train

1. What is a Working Definition of 1. What is a Working Definition of Coaching?Coaching?

Coaching is…Coaching is…

• A means for learning and development

• Guiding someone toward their goals

• Sharing of experience and opinions to create agreed-upon outcomes

• About inspiring and supporting another person

Coaching is Not…Coaching is Not…

• An opportunity to correct someone’s behaviors or actions

• Directing someone to do something to meet goals

• Being the expert or supervisor with all the answers

• About trying to address personal issues

““You cannot teach a man You cannot teach a man anything. You can only help anything. You can only help

them discover it within them discover it within himself.”himself.”

Galieo DalleiGalieo Dallei

2. To be effective, a coach must 2. To be effective, a coach must be able to…be able to…

3. The consequences of not 3. The consequences of not coaching for improved coaching for improved

performance are…performance are…

4. Some conditions that need to 4. Some conditions that need to exist for a coaching session to be exist for a coaching session to be

effective…effective…

When Do We Coach?When Do We Coach?

• A staff member needs direction

• New direct report is ready for new responsibilities

• Problem performer needs guidance

• Worker needs positive feedback and recognition

What is the Purpose of Coaching?What is the Purpose of Coaching?

• Maximize individual strengths• Overcome obstacles• Reach potential by continuous learning• Achieve new skills and competencies• Prepare themselves for new responsibilities• Better manage themselves• Clarify and work towards performance goals

What are Some Benefits of What are Some Benefits of Coaching?Coaching?

• Increased job satisfaction

• Increased employee motivation

• Increased productivity

• Better use of organizational resources

When Should Coaching Take When Should Coaching Take Place?Place?

• It depends…when the need or opportunity arises…

How Should You Coach?How Should You Coach?

• Focus on cooperation and facilitation of employee’s development

• Steps– Know their skill level and behavior patterns– Create a comfortable environment where

action plans can be developed together

• To coach, you need to:– Observe without judging– Listen actively– Ask questions

Giving Feedback as a CoachGiving Feedback as a Coach

• Focus on behavior – not character, attitude or personality

• Describe their behavior and impact on project or coworker

• Be specific – avoid generalizations

• Be sincere

• Be realistic

• Provide feedback frequently

Receiving Feedback as a CoachReceiving Feedback as a Coach

• Ask for specific information

• Ask them for clarification

• Be willing to receive positive and negative comments

• Avoid emotion-laden terms

• Avoid being defensive

• Thank them

Agreement Building ProcessAgreement Building Process

1. Looking into different perspectives

2. Presenting options

3. Checking for understanding

4. Checking for agreement

5. When agreement is in question, go back to step 1 and begin the process again

Steps to Successful CoachingSteps to Successful Coaching

1. Identify the opportunity

2. Prepare for the session

3. Conduct the session

4. Develop an action plan

5. Always follow up

Identify the OpportunityIdentify the Opportunity

• Is there an opportunity to improve performance?

Preparing for a Coaching SessionPreparing for a Coaching Session

• What needs to be accomplished?

• What is at stake?

• What is the purpose of the session?

• What are some potential issues and how I handle these issues?

How to Conduct a Coaching How to Conduct a Coaching SessionSession

• Keep it positive• Determine the desired results• Sincerity• Share perspectives on the situation• Share advice and suggestions• Listen to their ideas and response to yours• Discus pro’s and con’s on outcomes• Commitment to action plan and date

Developing an Action Plan – What Developing an Action Plan – What is the Coach’s Role?is the Coach’s Role?

• Set SMART goals

• Priortize the tasks

• Review potential obstacles and brainstorm possible solutions

• What additional coaching is needed

• Include resources

Follow UpFollow Up

• Ask what is working well? What is not working?

• Share your observations and reinforce positive progress

• Look for opportunities for development and feedback

• Suggest possible changes to action plan• Ask what worked well in the coaching

session and what could be done differently

Follow UpFollow Up

• Take the time to celebrate their accomplishment

• Reward them for their courage to try something new

• If they did not achieve goal:– Discuss the results– Decide together what change is needed– What will the individual need to do differently,

better or more of in order to reached the goal?

Coaching StylesCoaching Styles

1. Direct– Developing skills

• Need to instruct

– Providing answers– Instructing

Coaching StylesCoaching Styles

2. Supportive– Facilitating problem

solving– Building self

confidence– Encouraging others to

learn on their own– Serving as a resource

Supportive Coaching andSupportive Coaching and “High Flyers” “High Flyers”

• Acknowledge their good work• Ask them to coach others• Talk to them about career goals• Identify knowledge, skills and commitment they

need for other opportunities• Ask them to identify their gaps and areas of

interest• Develop mutually acceptable plan• Follow up on the plan

The Balancing Act Between Coach The Balancing Act Between Coach and Coacheeand Coachee

Employees open up to Coaches and who they TRUST

TRUST is the foundation of the relationship

Conducting a Coaching Conducting a Coaching SessionSession

When Things Go Wrong…When Things Go Wrong…

1. Build rapport

2. Relate to the situation

3. Restore performance

4. Reassure

5. Remove

When Things Go Wrong…OOOPS!When Things Go Wrong…OOOPS!

1. Build Rapport• Put them at ease – even if they have made

a mistake• Provide them with honest appreciation –

supported by evidence• Choose a behavior you have observed and

comment specifically about it

2. Relate to the Situation2. Relate to the Situation

• Focus on the problem or behavior – NOT the person

• Ask them to explain what happened

• Gather facts and information

• Get to the root cause

3. Restore Performance3. Restore Performance

• Remedy the problem

• Reduce the chance of the mistake happening again

• If accept responsibility– Use questioning, listening and coaching

• If does not accept responsibility– Reaffirm performance expectations

4. Reassure4. Reassure• Reassure employee of their value and

importance to the organization• Provide them with support and encouragement• The “blamer” will leave with sense of

accountability and understanding of what the expectations are.

• Employee should understand that manager is interested in their success and growth

5. Remove5. Remove

• Not a good fit

• Explore strengths, interests and goals