1. November 17, 2015

2. Understanding Coaching It is planned and purposeful It requires a special set of skills, attitude, and qualities It provides those who are being coached a perspective on their abilities they can not see themselves

3. Understanding Coaching in Business Developing people on purpose Can happen during any interaction Involves employees in the process of planning, creating, and problem solving. DEFINITION: An interactive process between managers or between a manager and an employee that enhances behavior, thought processes, and performance.

4. Key Coaching Moments Consciously or unconsciously we make a choice The quality of our lives and relationships are determined by these choices People who respond positively grow in self- confidence and effectiveness People who respond negatively become less effective A reality which presents a challenge and demands a response.

5. Stages of Organizational & Team Development High Performance Stage Excellent performance results Growth from new business opportunities Excellent processes, structure, & systems aligned to strategy High involvement & empowerment of people Respect for people is a part of the culture Good communication and information sharing Stability Stage Consistent performance results Basic processes, structure, & systems in place Adequate resources in place Some clarity of goals and direction Consistency of priorities Well-defined policies & procedures Chaos Stage Inconsistent results Crisis & short term focus Shifting priorities, lack of clear directions, & goals Processes, structures, and systems not in place Unclear policies & procedures Lack of teamwork Inadequate people & resources Team EE Coaching Delegation Performance Management

6. Introducing the G.R.O.W. Model Goal setting: goals (expectations) must be set in order to give direction and purpose to coaching. Reality check: both you and your employee must come to terms on the current state or level of performance or any issues that are causing breakdowns. Options developed: you and your employee explore action steps that will help them improve their performance. Wrap it up with a plan: once you nail down an option or two, it is time to strike it down on paper so to speak.

7. How Does This Apply to You?

8. Identifying Appropriate Goal Areas Here are some questions you should ask: What does success look like? What goals are you working on right now? Where are you in relation to those goals? What do you think is keeping you from reaching this goal? How will you know you reached that goal?

9. Identify the Current Reality Identify obstacles: Have a frank discussion with your employee and determine what is blocking their performance. Root out the cause: Many times underlying emotions or problems may be the cause of the obstacles. Ask probing questions. Antidote: A remedy to the situation is needed in order to get past this obstacle. Brainstorm with your employee on ways to remove the obstacles.

10. Explore Options Together Working together… Identifies Better Ideas: some employees struggle when it comes to their own development Builds Buy-in: you want your employees to own their improvement Ensures Professional Growth: because the options developed will have more meaning and lasting commitment

11. Wrap-Up: Creating a Plan Learn: some form of learning should take place. Apply: implement what was learned soon after learning is completed. Measure: agree on a method of measuring when and how the new learning is used on the job. Assess: review the impact of the new skill on the performance metric being improved.

12. Coaching Competence & Trust Trust is built over time and is accomplished through your actions. Trust, in the realm of coaching, could be defined as the ability to instill confidence, and reliance in you by being fair, truthful, honorable, and competent in what you do as a manager. Lacking in any of these areas could hinder you instilling trust into your employees.

13. Building Trust as You Coach 1.Maintain positive body language 2.Listen to them intently and speak less 3.Always respect your employees 4.Keep things confidential 5.Keep your promises 6.Be honest and transparent 7.Be confident 8.Tell them you believe in them

14. Thank You for Your Time! David Liddell 603-881-9999 dliddell@skye-solutions.com Next Webinar: December 15@ 2pm The Power of Persuasion