McLean & Company1 McLean & Company is a research and advisory firm that provides practical solutions to human resources challenges with executable research, tools, and advice that will have a clear and measurable impact on your business. © McLean & Company. McLean & Company is a division of Info-Tech Research Group Inc. Train Managers to Coach for High Performance Coaching is no longer optional; it’s essential! McLean & Company is a research and advisory firm providing practical solutions to human resources challenges via executable research, tools and advice that have a clear and measurable impact on your business. © McLean & Company. McLean & Company is a division of Info-Tech Research Group

McLean & Company2 Table of Contents 1. Title 2. Introduction 3. Executive Summary 4. Execute the Project/DIY Guide 4.1. Make the Case for Training on Coaching 4.2. Prepare to Implement Coaching Training 4.3. Understand the Concepts Included in Training 4.4. Follow up After Training

McLean & Company3 This Research is Designed For:This Research Will Help You: Introduction HR professionals responsible for facilitating training on coaching and supporting line managers and executives. Executives and senior managers responsible for coaching and supporting line managers. Line managers responsible for coaching direct reports for optimized performance. Train yourself and your managers to develop effective coaching processes and skills. Understand the various coaching concepts and techniques and how they relate to improved employee performance. Establish a basis for ongoing coaching success by maintaining and sustaining effective coaching. Creating a strong coaching culture requires time and commitment from everyone involved.

McLean & Company4 McLean & Co. Insight Resolution Situation ! Complication ? Executive Summary Coaching has enjoyed a surge of popularity in recent years. It is a proven method to improve productivity in organizations and is desired by many employees, especially younger workers. Unfortunately, many managers do not have the necessary knowledge or skills to coach their direct reports effectively. Thus, many organizations are not realizing the full potential of their coaching programs. Use McLean & Company’s training to equip managers with the necessary skills and resources to effectively coach employees throughout your organization. This storyboard will help you: make a compelling case for coaching training, prepare to implement the training, understand the training materials, and follow up appropriately after the training is complete. The companion Training Deck will help your managers: understand what coaching is, introduce coaching appropriately to their direct reports, use the GROW model in formal coaching conversations, and transition from feedback to coaching. 1.Coaching can be provided through formal, scheduled meetings or through immediate, informal channels. 2.The GROW model provides an excellent structure to use when conducting formal coaching meetings. 3.When you encounter a coachable moment, use the 3Cs model to provide feedback and then transition into informal coaching.

McLean & Company5 Section 2: Prepare to Implement Coaching Training Use McLean & Company’s framework to understand how coaching fits in with the other initiatives in your organization. Prepare to address the three common manager concerns about coaching. Plan the logistics of the coaching training session. Record initial benchmark metrics to track the impact of the training. Section 3: Understand the Concepts Included in Training Understand the iterative coaching process and the how coach and coachee responsibilities fit into it Learn about the GROW model and its use to structure coaching meetings. Understand how to identify coachable moments and how to transition from feedback to coaching when coachable moments arise. McLean & Company is ready to assist. Book a free guided implementation today! Book a Guided Implementation Today: McLean & Company is just a phone call away and can assist you with your project. Our expert Analysts can guide you to successful project completion. For most members, this service is available at no additional cost.* * Guided Implementations are included in most advisory membership seats. Here are the suggested Guided Implementation points in the Train Managers to Coach for Performance project:

McLean & Company6 What’s in this Section:Sections: Make the Case for Training on Coaching Prepare to Implement Coaching Training Understand the Concepts Included in Training Follow up After Training Justify the importance of coaching. Explain the significance of coaching training.

McLean & Company7 Coaching has a positive impact across the organization Managers will experience: Higher employee engagement. Improved relationships with team members. Better opportunities to provide feedback. Improved confidence in coaching. Managers will experience: Higher employee engagement. Improved relationships with team members. Better opportunities to provide feedback. Improved confidence in coaching. Employees will experience: Skill development. Progress towards career goals. Greater support from managers. Job empowerment. Overall job satisfaction. Employees will experience: Skill development. Progress towards career goals. Greater support from managers. Job empowerment. Overall job satisfaction. The organization will experience: Higher levels of employee engagement. Improved employee retention. Lower turnover costs. Improved team performance – more productive employees. The organization will experience: Higher levels of employee engagement. Improved employee retention. Lower turnover costs. Improved team performance – more productive employees. The HR team will experience: Increased ability to assess talent. Faster identification of performance problems. Fewer complaints from employees that they are not receiving coaching. More time to focus on strategic initiatives. The HR team will experience: Increased ability to assess talent. Faster identification of performance problems. Fewer complaints from employees that they are not receiving coaching. More time to focus on strategic initiatives.

McLean & Company8 Managers who coach their direct employees reap the benefits in both employee engagement and intention to stay 13%44% 17%27% 20%16% 50%13% My manager helps me achieve better results. NoYes Employee Engagement I expect to be at this organization a year from now Employee intention to stay My manager helps me achieve better results. Yes No Yes 91% 9%42% 58%

McLean & Company9 Educate your managers on the benefits they will receive by coaching their employees You will have timely and relevant performance discussions with each staff member, encouraging candid dialogue. Address issues as they come up Your relationship with each employee will strengthen. You will become better at developing and maintaining relationships, creating a partnership of trust. Improve your relationships The employee could reach a breakthrough by self-identifying something they are doing wrong or could do better, and generate some ideas for making a change. Lead to “breakthroughs” You have no time to control everything for which you’re responsible. You need to empower and delegate. Helping employees help themselves makes them self-sufficient. Let you delegate, instead of do Your employees will learn to coach effectively through experiencing what being coached well actually looks like. Get your team to coach each other Coaching is an important performance management skill that will help you advance the career aspirations of your team and yourself. Develop marketable skills Effective coaching will...

McLean & Company10 Due to demographic changes in the workforce, coaching is moving from an optional activity to a mandatory one By 2025, they will comprise 75% of the workforce. Generation Y was raised on positivity and constant feedback from their parents. They crave feedback and coaching and expect their managers to coach them on a frequent basis. For them to be committed to your organization, they want to be led – not micromanaged. Generation Y is taking over the workplace. For younger employees, coaching is a major priority. Source: 2020 Workplace, p. 191 Rankings Gen XGen Y Will help me develop my career#1 Will give me straight feedback#2 Will sponsor learning and development opportunities #4#5 Will coach and mentor me #6#3 Importance rankings of managerial capabilities and strengths: The old model of ‘if you aren’t getting yelled at, you’re doing a good job’ isn’t going to cut it anymore. Managers must switch their perspective of management from a job of ‘critique and assess’ to one of ‘teach.’ – Dr. Jean Twenge, iGen Consulting

McLean & Company11 68% of managers claim they effectively coach their direct reports, but their direct reports disagree Managers don’t see themselves in a support role for employees – they tend to see themselves as running the show and employees as their support workers. Managers don’t have a solid understanding of what coaching actually is. Managers don’t recognize coachable moments. Managers don’t have a lot of training in effective coaching best practices. Managers have not received a lot of effective coaching from their own bosses over the course of their careers. 0% Coachee 32% Coach 68% -36% 70% Source: McLean & Company; N=124 Perception of Coach CapabilityWhy the 36% discrepancy?

McLean & Company12 McLean & Company Helps HR Professionals To: hr.mcleanco.com Empower management to apply HR best practices Develop effective talent acquisition & retention strategies Build a high performance culture Maintain a progressive set of HR policies & procedures Demonstrate the business impact of HR Stay abreast of HR trends & technologies Sign up for free trial membership to get practical solutions for your HR challenges "McLean & Company provides practical research, tools and advice covering the entire spectrum of HR & Leadership issues to ensure you experience measurable, positive results." - Rob Garmaise, VP of Customer Experience Toll Free: