ServiStar Users Group 2018 Advanced Coaching Presented by: Jen Kuhn

Why is Coaching so Important?

Because… 70% of an employee’s engagement is directly attributed to their immediate supervisor. Only 35% of managers are engaged in their work. Disengaged versus Satisfied versus Engaged…

Disengaged

Satisfied

Engaged

Disengaged: “I hate my job” Satisfied: “I have a job” Engaged: “I love my job”

“Most people work just hard enough not to get fired and get paid just enough money not to quit.” ~ George Carlin

Employees who are supervised by highly engaged managers are 59% more likely to be engaged!

Managing vs Coaching vs Advanced Coaching

Manager Focuses on policies and procedures Spends most time correcting employees Numbers focus Tells the employee what to do Does not promote “thinking on the job” Does not drive engagement

Coach People focused Uses positive reinforcement daily Focuses on behaviors Asks questions Wants employees to develop professional judgement (i.e. think on the job) Drives engagement

Advanced Coach Consistent/frequent communications and focus on Mission and Vision Primary role is to foster employee growth and development Mentor and Leader Drives engagement

Don’t hear what I’m not saying… My management behaviors are less valuable than my coaching behaviors?

Something to ponder… Engaged employees create engaged members. My immediate supervisor has the biggest impact on my level of engagement. Management behaviors do not drive engagement.

Don’t hear what I’m not saying… Be an advanced coach at the expense of being a good coach?

Top 6 Motivators of Engaged Employees The work itself Relationships with co-workers Opportunities to use skills/abilities Relationship with immediate supervisor Contribution of their work to the organization’s goals Autonomy and independence SHRM Survey on Employee Engagement

Top 6 Motivators of Engaged Employees The work itself Relationships with co-workers Opportunities to use skills/abilities Relationship with immediate supervisor Contribution of their work to the organization’s goals Autonomy and independence SHRM Survey on Employee Engagement

Top 6 Motivators of Engaged Employees The work itself Relationships with co-workers Opportunities to use skills/abilities Relationship with immediate supervisor Contribution of their work to the organization’s goals Autonomy and independence SHRM Survey on Employee Engagement

Top 6 Motivators of Engaged Employees The work itself Relationships with co-workers Opportunities to use skills/abilities Relationship with immediate supervisor Contribution of their work to the organization’s goals Autonomy and independence SHRM Survey on Employee Engagement

Everyone in this room is already a good manager. The challenge is to fully develop both coaching and advanced coaching behaviors. The Unspoken Challenge…

What we teach Catching people doing it right is one critical coaching behavior that has an impact on employee engagement.

You are really developing your coaching skills. Using positive reinforcement and morning huddles. Your department is getting great feedback on the ISS. Team is much more engaged. I have noticed that you’re not using transactional coaching, and that is one of the behaviors you were taught that I want to see you using. Imagine the impact combining that with your other coaching behaviors will have on engagement. Overall, I notice your efforts and that you are making a real difference for employees and members. Keep up the good work.

All of that takes effort!

Repeat after me…

You look nice today.

I hate you and wish we never met.

I really like your shoes.

You look nice today. I hate you and wish we never met. I really like your shoes.

Why is Coaching so Important?

Engaged

Thank you! I appreciate the work you do!