Coaching Anna Alfano, Nannan Chen, Nicole Kettle, Morgan McDaniel, Megan Shekletski

Coaching A process of treating employees as partners in achieving both personal and organizational goals. During this process, individuals are encouraged to accept responsibility for their actions, to address any work-related problems, and to achieve and to sustain superior performance.

Coaching Continued... Coaching is a performance-improvement technique The coach works to create training program to help create skill areas where employee are lacking Focusing on Improving other’s abilities to: Set Goals Take Action Maximize Strengths

Objectives The learners will recognize and maximize the leadership skills and attributes they already possess. The learners will implement new strategies to expand skills in which they are lacking. The learners will work with their coaches to build relationships with their employees and develop as a team.

Activities 360-degree Feedback Survey An approach to performance evaluation that generally uses peer, subordinate, and superior feedback to obtain a complete picture of an employee’s performance -employee will engage in 360-degree feedback survey before and after the program -use to gather data about employee

Training Program Day 1 Keirsey Temperament Sorter A self-assessed personality questionnaire designed to help people better understand themselves and others. Each employee will take the assessment in order to identity their personalities and strength Use the result to determine how to facilitate each employee to set goals

Keirsey Temperament Sorter Sorts results into four categories, each with four subcategories: 1. Guardian (Supervisor, Inspector, Provider, Protector) 2. Artisan (Promoter, Performer, Crafter, Composer) 3. Idealist (Teacher, Counselor, Champion, Healer) 4. Rational (Fieldmarshal, Mastermind, Inventor, Architect)

Day 1 Continue Employees will come together discussing their personality results -group split into personality groups -Question handouts will be provided to facilitate discussion and a coach will also be assigned to each group

Training Program Day 2: Give Power point Presentation on Coaching based on the personality types -focusing on the different ways to set goal and achieve goal for each different personality type

Guardians “Finding Membership and Belonging” Supervisor: Feel most comfortable in a leadership position, either over others or over their own actions. Do best work under such conditions. Inspector: Excel at noticing small details (in reports, summaries, etc.), and are inclined to perfectionism. Provider: Provide for the welfare of many, and have very well-developed social skills. Protector: Do whatever is best to keep things running smoothly, and are good at preventing problems in the future. Coaching Tip: Do not hesitate to work in the way that feels most comfortable and satisfactory. This skill set identifies you as someone who has a good sense of how you work best, so integrating your specific talents into the workplace can only help you.

Artisans “Finding Freedom and Action” Promoter: Enjoy challenging changes of pace; are drawn to work with finances and different clientele. More focused on the numbers and background factors of these changes than: Performer: Very personable: excel at adjusting to the changing needs of people as a result of day-to-day changes; as mediator between parties or as a representative. Crafter: Excellent hand-eye coordination, do things best when they are presented hands- on and have the ability to make components line up precisely as they should appear. Composer: Driven by values, often in an aesthetic sense. Make decisions based on the need for having a well-rounded outcome. Coaching Tip: Use your independent working style to your advantage; developing ideas freely on your own then presenting them to the group could give the company a creative edge.

Idealists Finding Meaning and Unique Identity Teacher: Skilled at building relationships and relaying information/training others. Counselor: Express themselves by reaching out to others. Champion: People naturally confide in “Champions.” Work well as mediators and anything involving outreach. Healer: Very in tune with their own values, and help others make decisions that are along their own values as well. Coaching Tip: Use your ability to build relationships to strengthen the business’ internal health, and good sense of how others’ responses to provide a unique, meaningful identity for the firm.

Rational “Finding Knowledge and Competence” Fieldmarshal: Extremely driven by goals, can only truly succeed as leaders. Possess analytic skills that make them strong decision makers, and excel at focusing a group. The Mastermind: Focused on internal visions. Very good at working intensively to teach themselves something new. Inventor: Extroverts who enjoy coming up with new ideas and bouncing them off a group. Architect: Solve problems well on their own based off of  great deals of insight. Coaching tip: Your own well-developed ideas will serve as good framework for company projects and goals, but make sure your personal insights do not overpower the value of other’s opinions.

Day 2 Role Playing Exercise -Break employees up into groups of three and play with scenarios where teams struggled but prevailed, and the skills use to overcome the problems

Evaluation In order to evaluate if our program was a success, the 360 Feedback survey will be sent back out to the same employees and peers to reevaluate the manager after the training program and the coaching has been implemented.