31511232/0903 © 2003 Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Coaching Techniques

31511232/0903 © 2003 Business & Legal Reports, Inc.

BLR’s Human Resources Training Presentations

Coaching Techniques


Goals

Understand the role of the coachKnow the key techniques involved in

successful coachingBe able to apply this knowledge to improve

employee performance


What Is Coaching?

Coaching is a tool Coaching is a philosophy


Purposes of Coaching

Inform Teach Guide Recognize


Purposes of Coaching (cont.)

Motivate AssistEmpower Develop


Benefits of Coaching

Improves productivity and quality Boosts enthusiasm and moralePromotes effective communication Increases job satisfaction Improves team interaction Builds trust and enhances employee loyalty


Coaching Is an Important Part of Your Job

Coaching allows you to keep in touch with workers

It lets you get closer to your workers Coaching is different from managing It is also different from formal training


Qualities of a Good Coach

Positive and enthusiastic Knowledgeable Observant Good listener Good communicator


Qualities of a Good Coach (cont.)

Supportive Patient TactfulRespectful Empowering


Effective Coaching Is Immediate

Coaching is often spontaneous

Coaching is most effective when it closely follows events or behavior


Effective Coaching Is Specific

What is done well or needs improvement

Relevant skills Significance of the jobWhat corrective action

is necessary


Effective Coaching Is Interactive

Discuss and advise rather than lecture or give orders

Ask questions Listen to what the employee has to say Pay attention to body language


Your Role as a Successful Coach

Observe employees at work Show concern for them

as individuals Find out what motivates them Focus on collaboration,

not competition


Your Role as a Successful Coach (cont.)

Highlight growth and development

Provide new challenges

Give support and assistance

Create a positive work environment


The Coaching Session

Determine the agenda ahead of time

Focus on one or two issues at a time

Begin by checking progress

Show appreciation


The Coaching Session (cont.)

Ask for the employee’s feedback Discuss problems and possible solutions Give the employee time to ask questions Agree on a plan of action


The Coaching Session (cont.)

Look ahead Aim high, but keep

goals within reach Thank the employee Set a date for the next

coaching session


Follow Up

Review performance in terms of goals Provide feedback Offer suggestions and support Don’t give up


Coaching Employees Through Periods of Change

Explain what’s going on Offer reassurance Involve employees in the process Teach them the new skills they need Set clear goals Monitor performance


Coaching Top Performers

Provide frequent feedback Be specific Ask top performers for input Keep them challenged Give them adequate recognition and rewards


Coaching Average Performers

Determine if this is the best these employees are capable of doing

Find out why employees who are capable of more aren’t doing better

Reinforce strengths Clarify standards and expectations Develop a plan for improvement and

professional growth


Coaching Poor Performers

Consider possible causes for poor performance Encourage the employee to talk about

the problem Coach the employee to develop solutions Renegotiate goals and objectives Agree on a plan of action to improve

performance Schedule frequent follow-up sessions


Case Study: The Times They Are a Changin’

Veteran employee Average performer Negative attitude Resists change


Case Study: Comment

Explain the changes Offer reassurance Reinforce strengths Involve the employee in the process Clarify standards and expectations Develop an action plan


Goals

Understand the role of the coachKnow the key elements of successful coachingBe able to apply this knowledge to improve

employee performance


Summary

Coaching employees is an important part of your job

It helps employees improve their performance as well as grow professionally

Coaching also helps you develop closer, more effective working relationships with employees and increases employee trust and loyalty


Summary (cont.)

The qualities that will make you a good coach are qualities you already possess and use every day in your capacity as a supervisor


Quiz

1. Coaching serves many purposes. Name four.

2. Identify three benefits of coaching.

3. Coaching is really just another word for managing. True or False

4. What are some of the qualities every good coach needs to have?

5. Effective coaching is immediate, specific, and interactive. True or False


Quiz (cont.)

6. Identify three elements of your role as a successful coach.

7. It is best not to determine the agenda of a coaching session ahead of time so that the session can be more spontaneous.True or False

8. Name three ways you can coach employees through times of change.

9. Top performers generally need very little coaching.True or False

10. Identify three strategies for successfully coaching poor performers.


Quiz Answers

1. Coaching informs, teaches, guides, recognizes, motivates, assists, empowers, and develops employees.

2. Coaching offers many benefits. It improves productivity and quality, boosts enthusiasm and morale, promotes effective communication, increases job satisfaction, improves interaction, and builds trust and enhances loyalty.

3. False. Coaching and managing are different aspects of a supervisor’s job and involve different techniques.


Quiz Answers (cont.)

4. Good coaches are positive and enthusiastic, knowledgeable, observant, good listeners, good communicators, supportive, patient, tactful, respectful, and empowering.

5. True.

6. Your role as a successful coach involves observing employees at work, showing concern for them as individuals, finding out what motivates them, focusing on collaboration rather than competition, highlighting growth and development, providing new challenges, giving support and assistance, and creating a positive work environment.



7. False. It is better to agree on an agenda with the employee ahead of time so that you can both prepare for the session.

8. To coach employees effectively through times of change, you need to explain what’s going on, offer reassurance, involve employees in the process of change, teach them the new skills they need, set clear goals, and monitor performance.

9. False. Top performers need coaching as much as any other worker.



10. To successfully coach a poor performer, you must consider possible causes for poor performance, encourage the employee to talk about the problem, coach the employee to develop solutions, renegotiate goals and objectives, agree on a plan of action to improve performance, and schedule frequent follow-up sessions.

Documents

31511232/0903 © 2003 Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Coaching Techniques