1. ServiStar Users Group 2018 Advanced Coaching Presented by: Jen Kuhn

2. Why is Coaching so Important?

3. 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…

4. Disengaged

5. Satisfied

6. Engaged

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

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

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

10. Managing vs Coaching vs Advanced Coaching

11. 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

12. 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

13. 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

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

15. 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.

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

17. 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

19. 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

20. 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

21. 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

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

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

26. 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.

27. All of that takes effort!

30. Repeat after me…

31. You look nice today.

32. I hate you and wish we never met.

33. I really like your shoes.

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

36. Why is Coaching so Important?

37. Engaged

39. Thank you! I appreciate the work you do!