1. From Fear to Confidence: Handling Difficult Employee Situations Holly Schoenherr Director of Human Resources

2. Self Assessment (Be Honest…) Problem: I tend to delay difficult discussions Source: www.youroffiecoach.comwww.youroffiecoach.com

3. Self Assessment (Be Honest…) Problem: I tend to delay difficult discussions Consequence: Problem gets worse Source: www.youroffiecoach.comwww.youroffiecoach.com

4. Self Assessment (Be Honest…) Problem: I am reluctant to give low ratings on performance reviews Source: www.youroffiecoach.comwww.youroffiecoach.com

5. Self Assessment (Be Honest…) Problem: I am reluctant to give low ratings on performance reviews Consequence: Employee is unaware of performance problems Source: www.youroffiecoach.comwww.youroffiecoach.com

6. Self Assessment (Be Honest…) Problem: I sometimes give in to employees, even when I don’t agree Source: www.youroffiecoach.comwww.youroffiecoach.com

7. Self Assessment (Be Honest…) Problem: I sometimes give in to employees, even when I don’t agree Consequence: Loss of respect Source: www.youroffiecoach.comwww.youroffiecoach.com

8. Self Assessment (Be Honest…) Problem: I feel somewhat guilty if I tell an employee about a performance problem Source: www.youroffiecoach.comwww.youroffiecoach.com

9. Self Assessment (Be Honest…) Problem: I feel somewhat guilty if I tell an employee about a performance problem Consequence: Fosters a negative environment for other employees in the unit Source: www.youroffiecoach.comwww.youroffiecoach.com

10. Self Assessment (Be Honest…) Problem: I worry about grievances Source: www.youroffiecoach.comwww.youroffiecoach.com

11. Self Assessment (Be Honest…) Problem: I worry about grievances Consequence: Problems continue Source: www.youroffiecoach.comwww.youroffiecoach.com

12. It’s Not About YOU

13. It’s About a Great Workplace “Great managers believe that creating a great workplace is both necessary and possible, and they hold themselves responsible for doing so. Great managers are resolute and confident with periods of being doubtful and indecisive…not the other way around.” Robin, J. and Burchell, M. (2013) No excuses: how you can turn any workplace into a great one. Jossey-Bass.

14. An ounce of prevention… (you know the rest)

15. Practice Makes Perfect  Strive to be respected instead of being liked  Balance concern for feelings with concern for productivity  Address performance/behavior issues immediately  On performance reviews, save the top rating for truly outstanding performance  Focus on coaching when mistakes are made Source: www.youroffiecoach.comwww.youroffiecoach.com

16. Importance of Coaching Skills  A critical aspect of your role as a leader is to provide feedback to employees

17. Importance of Coaching Skills  A critical aspect of your role as a leader is to provide feedback to employees  Many leaders underestimate feedback's value and the power it has to build positive attitudes and improve performance

18. Importance of Coaching Skills  Effective coaching builds quality relationships—it delivers the message that you care enough to spend your time really thinking about the details of their work. Video

19. 10 Steps to Exceptional Coaching 1. Determine your goal for the meeting Source: www.youroffiecoach.comwww.youroffiecoach.com

20. 10 Steps to Exceptional Coaching 1. Determine your goal for the meeting 2. Recognize strengths Source: www.youroffiecoach.comwww.youroffiecoach.com

21. 10 Steps to Exceptional Coaching 1. Determine your goal for the meeting 2. Recognize strengths 3. Describe your factual observations Source: www.youroffiecoach.comwww.youroffiecoach.com

22. 10 Steps to Exceptional Coaching 1. Determine your goal for the meeting 2. Recognize strengths 3. Describe your factual observations 4. Discuss behaviors or performance, not personality Source: www.youroffiecoach.comwww.youroffiecoach.com

23. 10 Steps to Exceptional Coaching 1. Determine your goal for the meeting 2. Recognize strengths 3. Describe your factual observations 4. Discuss behaviors or performance, not personality 5. Explain why it’s important Source: www.youroffiecoach.comwww.youroffiecoach.com

24. 10 Steps to Exceptional Coaching 6. Ask questions to engage the employee Source: www.youroffiecoach.comwww.youroffiecoach.com

25. 10 Steps to Exceptional Coaching 6. Ask questions to engage the employee 7. Get input on possible solutions Source: www.youroffiecoach.comwww.youroffiecoach.com

26. 10 Steps to Exceptional Coaching 6. Ask questions to engage the employee 7. Get input on possible solutions 8. Agree on action steps and assessment Source: www.youroffiecoach.comwww.youroffiecoach.com

27. 10 Steps to Exceptional Coaching 6. Ask questions to engage the employee 7. Get input on possible solutions 8. Agree on action steps and assessment 9. End on a positive note Source: www.youroffiecoach.comwww.youroffiecoach.com

28. 10 Steps to Exceptional Coaching 6. Ask questions to engage the employee 7. Get input on possible solutions 8. Agree on action steps and assessment 9. End on a positive note 10. Follow up Source: www.youroffiecoach.comwww.youroffiecoach.com

29. Your Action Plan What weaknesses need to be strengthened? Talk to your supervisor and develop a plan of action to build your confidence and skills.

30. Who can help? SCSU Human Resources  Holly Schoenherr, Director  Mary Bongers, Assistant Director  Rose Haugen, Assistant Director  Teresa Weihs, Employee Development Specialist MnSCU Leadership Development  Art & Science of Supervision LifeMatters Employee Assistance Program https://www.mylifematters.com/ Trusted Mentor