2. Coaching

3. Why do Manager and Executives Fail? Four out of ten new executives fail within 18 months. The single biggest reason (according to a survey of 826 managers): –They fail to build partnerships with subordinates and peers.

4. Motivators of People Meaning – People want to know that what they do is important to the company they work for. Results – People like to see the results of their effort. They want to make a difference. Challenge – People want to learn & grow. They need stretch goals that require skills.

5. Motivators Respect & recognition – People want acknowledgement for the things they do well. Control – People want to have a say in the decision making, and they want to be empowered.

6. A Great Coaching Environment Feedback is the breakfast of champions! Ken Blanchard

7. What is Coaching? It is the process of equipping people with the tools, knowledge, and opportunities they need to develop themselves and become more effective. It is a continuous process, not an event.

8. Coaching Definitions Coaching is a collaborative, non-directive approach to increasing job-related performance that relies on mutual progressive goal setting, personal feedback and an ongoing, supportive relationship. –Josie Bell Lindsay

9. Misconceptions Coaching takes a lot of time Coaching is for fixing problem behavior Coaching means giving feedback and advice Coaching is the same as mentoring Coaching is just a fad

10. Why do many managers lack coaching skills? Promotion based on technical excellence, not people skills Highly self-reliant individuals find the transition to reliance on accomplishing work through others difficult Individuals may hold traditional, limited view of managers role that excludes or downplays coaching

11. Why do many managers lack coaching skills? The interpersonal skills necessary to coach effectively are difficult to master Increasing workplace diversity and changing worker expectations create even more challenge in the area of coaching

12. What is Action Coaching? Action Coaching is a process that: Fosters self-awareness Leads to the motivation to change, Provides guidance needed in ways that meet individual and organizational performance needs.

13. Action Coaching Traditional Coaching –Therapist-patient relationship –One-size-fits-all approach to development –Self-awareness as an end Action Coaching –Business relationship –Individualized approach, tailored to the persons needs –Uses self-awareness as a means to change behavior

14. Action Coaching Traditional Coaching –Focused primarily on personal insights, not action –Unstructured approach and interactions –Focus on individual only; little link to organizational reality and obstacles in changing behavior Action Coaching –Focused on translating insights into action toward organizational results –Specific strategy and action planning leads to performance breakthroughs –Links individual and organizational issues; sets coaching in context of environmental goals and obstacles to change

15. Are You An Action Coach?

16. Personal Qualities of an Action Coach Are you: –Empathic? –Flexible? –Patient? –Insightful? –Observant? –Self-aware?

17. Behaviors of an Action Coach Can you: –Give feedback effectively? –Support others frustrations? –Motivate people to grow? –Teach others what you know? –Communicate clearly? –Model behaviors expected of others?

18. Results Orientation of an Action Coach Focus others on tangible results? Set stretch goals for people? Hold people accountable? Confront tough issues rather than avoid them? Give people freedom to solve their own problems?

19. Mentoring Definitions A mentors role is to promote intentional learning. That includes developing peoples capabilities through instructing, coaching, modeling, and advising, as well as providing stretch experiences. –Kaye and Jacobson

20. Mentoring Definitions The mentor oversees the career and development of another person, usually a junior, through teaching, counseling, and providing psychological support, protecting, and at times promoting or sponsoring. –Michael Zey

21. Welcome to Effective Coaching!

22. Coaching Definitions Coaching is the managerial activity that creates, by communication alone, the climate, environment, and context that empowers individuals and teams to generate results…To coach is to convey a valued person from where he or she is to where he or she wants to be. –INFO-LINE America Society of Training and Development

23. Types of Feedback Appreciative Constructive

24. Coaching and Feedback Process 1. Observe individual 2. Give and receive feedback 3. Demonstrate right way 4. Agree on what individual is going to do to change 5. Follow up

25. Motivation Meaningful Results Challenge Respect & Recognition Control

26. Coaching to Manage Change Communicate the Why Demonstrate Your Commitment to the Change Listen to What People Have to Say

27. 26 Coaching to Manage Change Get Team Members Involved in the Change Communicate…Communicate... Communicate

28. Empowerment Empowerment is about sharing ownership and allowing people to make mistakes and to learn from those mistakes. Youve got to be willing to trust people to unleash that power that exists in them. Patricia Aburdene

29. Performance Improvement Methods Communication Training Tools, Resources, Support Motivation

30. Coaching Definitions In the simplest, day-in, day-out terms, masterful coaching involves expanding peoples capacity to take effective action. –Robert Hargrove

31. Our company prides itself in its ability to consistently achieve excellence and consistently exceeds our clients expectations. We have had a great deal of success in working companies. Our approach is values driven, care and compassion, accountability and hands-on. Our clients speak very highly of us; they trust us and appreciate our honesty and integrity, coupled with our great work ethic. We are pleased to have the opportunity to provide you with our proposed business solutions and hope that we can work together.