1. Welcome

2.  What Managers Get Wrong  The Difference Between Managing and Coaching  The 6 Steps for Coaching and Development

3.  Don’t develop their people  Spend more time on low performers than on high performers  Direct not coach  Become the problem solver  Confuse “Performance Review” with “Coaching”

4. Giving Advice Telling Someone What to Do Solving Someone’s Problems Offering Guidance Asking Questions Helping Another Solve Their Own Problem Managing (Telling)Coaching (Asking)

5. Leader CoachManager

6. 1. Set the Stage 2. Gain Commitment 3. Establish a Goal 4. Explore Solutions 5. Put Together a Written Plan 6. Support and Follow Up

7. 1.Plan the meeting – make appointment 2.Establish reason in clear, non- intimidating manner 3.Pick a private, non-threatening location Build Trust and Respect

8. 1.Provide Expectations 2.Get Person to “Own It” 3.Use Effective Feedback  Situation  Behavior  Feedback (The SBI Model)

10. 1.Pros and cons of each Idea 2.Probe using open questions 3.Offer alternatives (not mandates)

11. 1.The Goal 2.Importance of Goal 3.Resources Needed 4.Potential Obstacles 5.Measurement 6.Reporting Process 7.Action Steps

12. 1.Periodic Check-ins 2.Fulfill Promises 3.Continuing Feedback and Guidance

13. 1.Self-Assessment 2.Be Open and Honest 3.Use to Create Your Own Development Plan

14. If you remember nothing else… Don’t be a “Problem Solver” Be a “Solution Facilitator”

16. Ron Gjerde VP, Knowledge Center IREM 430 N. Michigan Avenue Chicago, IL 60611 PH: 312-329-6046 Email: rgjerde@IREM.org