0 The Art of Coaching

1 Today’s Lesson Why Understanding coaching approaches to drive performance What You Will Learn:  The impact of Coaching  Qualities, Mind set & Skill set of Coaches  Difference between Coaching and Feedback How Measure yourself against the definition of a coach Practice effective coaching techniques

2 Coaching Definitions “All Coaching is about taking someone where they can’t take themselves” -Bill McCartney

3 Qualities of an Effective Coach A role model An encourager An effective communicator Trustworthy Knowledgeable Facilitator Patient Experienced A chameleon

4 Coaching Attitude 4 4 “When you punish your people for making a mistake or falling short of a goal, you create an environment of extreme caution, even fearfulness. In sports it's similar to playing "not to lose" - a formula that often brings on defeat.” John Wooden

5 The Coaching Mind Set & Skill Set  Vision  Positive / Constructive  Respectful  Honest  Future-oriented  Empathetic  Enjoys development Mind SetSkill Set  Observing & Assessing  Listening  Questioning  Explaining / Teaching  Demonstrating / Role Modeling  Giving Feedback  Planning

6 Why Coaching is Important Sales leaders who provide more hours of coaching each month to each rep will see improved sales results 100% Sales Goal % Sales Goal Achievement Hours Of Coaching Per Rep

7 The Good News 100% 22% 88% Day 1Day 30 Training Alone Training & Coaching Retention of Sales Training Without Systematic Coaching Productivity Impact of Training Combined with Coaching Training combined with coaching gives you 4X the results…. Any questions?

8 Coaching and Feedback “Feedback is the breakfast of champions” -Ken Blanchard

9 Coaching & Feedback Definitions  Defines Expectations  Pre Sales Call  Clearly describing performance expectations  Helping Reps answer these:  “What is expected of me and why?”  “How will I be measured?” CoachingFeedback  Reinforces / Redirects Specific Behaviors and Actions  Post Sales Call  Observing behaviors/actions  Helping Reps answer these:  “How will I know if I am performing well or poorly?”  “How will you help me improve?”

10 Coaching Manners – Which One is Best? Says: I’m the expert. I’ll tell you what’s wrong. I’ll tell you how to fix it. Actions: Confrontational Creates defensiveness Says:  Try this if you don’t mind. Actions:  Vague feedback  No clear expectation  Backpedaling  No commitment Says:  I’m the coach / resource. Actions:  Asking vs. telling  Buy-in and commitment  Skill development  Constructive 10 Expert Coaching Watered Down Coaching Developmental Coaching

11 What Did You Learn? Why Understanding coaching approaches to drive performance What You Learned:  The impact of Coaching  Qualities, Mind set & Skill set of Coaches  Difference between Coaching and Feedback How Measure yourself against the definition of a coach Practice effective coaching techniques

12 Additional Resources Mastery –George Leonard Coaching for Performance –John Whitmore Creating Superior Sales Managers with Coaching –Eyes on Sales Unlock Employee Potential with Coaching –Kim Freedman Reading MaterialOnline Resources