Chapter 1 - Coaching and Management- Mujtaba- 2008

8/18/2019 Chapter 1 - Coaching and Management- Mujtaba- 2008

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Coaching and Performance

Management

Bahaudin G. Mujtaba,2008


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Table of Contents

• Chapter 1 – Coaching and Management

• Chapter 2 – Performance Management

• Chapter 3 – Influencing and Leadership Skills

• Chapter 4 – The Coaching Process and Steps

• Chapter – Coaching and !ork"Life #alance

• Chapter $ – Coaching %isrupti&e #eha&ior

• Chapter ' – (&aluating) Influencing and Coaching Performance

• Chapter * – +lternati&e !ork +rrangements

• Chapter , – Coaching -emales in the !orkplace

• Chapter ./ – Communication0 The +rt of Listening

• Chapter .. – Conflict and 1egotiation Management

• Chapter .2 – Moti&ation) %iscipline and loaliation

• Chapter .3 – 5e6ards) 5ecognition Programs) and (thics

• Chapter .4 – Prolem"Sol&ing and Leadership

• Chapter . – Cases for Coaching and Performance Management

• Chapter .$ – (7ercises for Coaching and Performance Management© Mujtaba,


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• (ffecti&e coaching) leadership andmanagement are one and the same8 Coachingis an effecti&e method of leading people andmanaging processes and resources8 In toda9:s

comple7 and competiti&e usinessen&ironment) firms and managers must doe&er9thing the9 can to recruit and retaintalented and e7perienced emplo9ees8

-urthermore) organiational leaders must doe&er9thing that the9 can to make sure theiremplo9ees are not underutilied) error prone)and dissatisfied 6ith their dail9 assignments8

© Mujtaba,


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• If 9ou choose to purposel9 li&e and ser&eas an effecti&e coach) this could e thesingle most important initiati&e oth in9our personal and professional li&es8Through coaching) 9ou can chisel thet9pe of person 9ou 6ant to e through9our da9"to"da9 thinking) feelings) 6ords)

and eha&iors8 So) consciousl9 reflectupon 9our feelings) thoughts) 6ords) andactions as the9 determine 9our characterand destin98

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• #e careful of 9our thoughts) for 9our thoughts ecome 9our 6ords8

#e careful of 9our words) for 9our 6ords ecome 9our actions8

#e careful of 9our actions) for 9our actions ecome 9our haits8

#e careful of 9our habits) for 9our haits ecome 9our character8

#e careful of 9our character ) for 9our character ecomes 9our destiny8

;Universal Proverb<

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The Cautious Man:

=nce there 6as a &er9 cautious man!ho ne&er lo&ed) laughed or cried8

>e ne&er risked) he ne&er lost

>e ne&er 6on nor e&er tried8

+nd one da9 6hen he passed a6a9

>is insurance 6as denied8

-or since he ne&er reall9 li&ed

The9 claimed he ne&er reall9 died8

;Unknown<

© Mujtaba,


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What is Life?

– Life is a challenge888 meet it

Life is a gift888 accept it

Life is an ad&enture888 dare it

Life is a sorro6888 o&ercome it

Life is a traged9888 face it

Life is a dut9888 perform it

Life is a game888 pla9 itLife is a m9ster9888 unfold it

Life is a song888 sing it

Life is an opportunit9888 take it

Life is a ?ourne9888 complete it

Life is a promise888 fulfill it

Life is a eaut9888 praise itLife is a struggle888 fight it

Life is a goal888 achie&e it

Life is a pule888 sol&e it

;Unknown<

© Mujtaba,


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Coaching and Mentoring

• Coaching usuall9 in&ol&es a continuous flo6 of instructions)comments) and suggestions from coach to emplo9ee "listening) @uestioning) relating learning to the learnerAse7perience) and pro&iding guided practice8

• Mentoring is the process 6here9 a senior emplo9ee takes an

acti&e role in de&eloping a ?unior colleague8 T9picall9 thisoccurs at managerial le&el or amongst professions8 In this case)the mentor pro&ides ad&ice on ho6 the mentee can de&elop hisor her skills) competencies) kno6ledge) and e7perience inorder to progress along a successful career path8 +s 6ell asgi&ing ad&ice) the mentor might also pro&e useful in pro&idingcontacts that help the mentee to engage in the process ofnet6orking8

© Mujtaba,


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Thoughts on Coaching

• The primar9 enefits of coaching are impro&edindi&idual performanceB ottom"line results including

profit) client ser&ice) and competiti&eness8

•#efore e7ploding or 6riting the 6orker up on aformalied 6arning) tr9 one"on"one coaching8

• (mplo9ees need to kno6 that 9ou appreciate their positi&e efforts on e&er9da9 performed tasks and not ?ustma?or accomplishments8

• =rganiational coaching seeks to impro&e performance) producti&it9) andor team6ork and &ie6s the coach asthe e7pert 6ho moti&ates and gi&es ad&ice8


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Situations Needing Coaching

Coaching is aout de&eloping a trusting relationship 6ith 9our people so 9ou can ?ointl9 clarif9 e7pectations and departmental goals there9 leading to specificaction plans for achie&ement8 +s such) there are man9 situations 6here coachingskills 6ill e &er9 effecti&e and the follo6ing list presents some of them8 – 5einforcing good performance8

– Moti&ating emplo9ees to ne6 heights and peak performance le&els8

–

=rienting a ne6 emplo9ee into the department or organiation8 – Pro&iding ne6 kno6ledge to indi&iduals aout changes and tactics8

– Training a ne6 skill for a ne6 task that needs performing8

– -ollo6ing up on competencies passed on during a training session8

– (7plaining the current or ne6 standards and ho6 the9 can e achie&ed8

– Setting priorities for effecti&e time management 6ith those emplo9ees 6ho need it8

– Inculcating someone into the cli@ues and groups 6hich ma9 e7ist 6ithin the political

circles8 – Clarif9ing e7pectations and correcting poor performance8

– Increasing the self confidence of an emplo9ee aout the task or ne6 responsiilities andchallenges8

– Conducting a performance re&ie68


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Working one-on-one

Guiding people to

learn for themselves

Orchestrating resources

and learning

opportunities

CoachingApproachesCoaching

Approaches


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Coaching Guidelines

Coaching is not an innate skill ut rather it is learned8 It occurs through one:s life personall9and professionall98 (ffecti&e coaching is the process of letting people kno6 that 6hatthe9 do matters oth to the coach and the organiation8 – #efore eginning the coaching session) e sure to plan e7actl9 6hat 9ou 6ant to achie&e) and

the potential enefits for the other person8

– Start on a positi&e note and estalish a common ground 9 ha&ing a supporti&e en&ironment8

– Communicate clearl9) listen effecti&el9) sho6 that 9ou care) and do not Deat around the ush8EClearl9 and caringl9 state the challenge) opportunit9) andor e7pectations8

– #e respectful of the other person:s feelings) honor and dignit98 Create a non"threateningen&ironment for the interaction) dialogue and discussion8

– #e culturall9 sensiti&e 9 getting to kno6 the other person:s ackground) culture) &alues) andanticipate hisher reactions8

– +&oid &alue ?udgments) stereot9ping and laeling the eha&ior of others8

– Fse empathic listening skills to clarif9 9our understanding and the other person:s perspecti&e8

– Sta9 6ith the point and do not get sidetracked 6ith other issues8 5estate the purpose of thesession and ask 6hat specific things can e done to increase or impro&e performance8 Gou canoffer assistance ut a&oid pro&iding solutions – let the indi&idual come up 6ith the solutions8Gour ?o is to lead them in the right direction8

– %ocument and clarif9 the specific plan suggested 9 the emplo9ee) the e7pected le&el of performance and ho6 the plan 6ill impro&e performance8 Seek agreement and summarie thecon&ersation8

– (nd on a positi&e note and thank the person for coming up 6ith the specific plan8


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The Five Steps of Coaching /

Training

• Tell them

• Sho them

• !et them tell "ou

• !et them sho "ou

• Give feedbac#


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Characteristics of Coaches

+n (ffecti&e Coach0

– >as faith in the future8

– +ttempts to positi&el9 influence others8

–(7hiits humilit98

– Is thankful for 6ho she is and appreciates ha&ing

e&er9one in hisher life8

–

5ememers hisher past) clearl9 en&isions the futureand focuses on the DpresentE 6hich is a Dgift8E


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$utstanding Coaching

Coaches ;leaders< e7emplif90

– a &ision of the future8

–

e7cellent communication skills8 – optimism) oldness and decisi&eness8

– moti&ation and cheerleading skills8

– integrit9) honest9) and a strong 6ork ethics8

– a ser&ant mentalit9 H trust


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Coaches Thin# %Teamor#&

D(ffecti&e CoachingE are 6illing to make sacrificesfor the enefit of the &ision andor organiation8 – + coach:s decisions are dri&en to enefit the organiation

and the indi&idual8 – (ffecti&e coaches ha&e a Dmore 6e and less meE

mentalit98

– Coaches understand that

• Together

• '&er9one

• Achie&es

• More8


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Coaching

Effective coaching is a continuous process ofcon&ersational collaorations and interactions aimed atassisting others unlock and realie their full potential onetask and one skill at a time) and at a pace appropriate for

the person eing coached8 – The essence of coaching is unlocking people:s potential) through

Socratic @uestioning) so the9 can ma7imie their o6n performance8

– (ffecti&e coaches accept the challenge kno6ing that the gro6thand de&elopment ?ourne9 is continuous) and that learning ho6 to

learn and de&elop are the real goals for the coach and the coachee8 – (ffecti&e coaches keep in mind that imposing their 6a9 of

accomplishing tasks is not their o?ecti&e8


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Coaching Steps

There are fi&e specific steps in the coaching processas 9ou o&ersee the 6ork done through 9ourassociates8 +s such) effecti&e coaching re@uires0

– Planning )

– Supporting associates for good performance)

– Communicating andor setting a time to increase performance)

– Leading associates to higher performance) and

– Following up and confirming effecti&e achie&ement ofo?ecti&es and e7pectations8


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'mplo"ee Appreciation

• Say thank you for your great S!"#$C!%& – S is the support 9ou pro&ideB 9our lo9alt9 is true8

– E is for eagernessB 9our great attitude shines through8

– R is for reachingB 9ou al6a9s aim high8

– V is for &alueB 9our 6orth goes e9ond the sk98

– I is for ideasB 9ou help our compan9 gro68

– C is for con&ictionB it means more than 9ou could kno68

– E is for e7cellence in e&er9thing 9ou do8

© Mujtaba,


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Summar"

• Coaching and performance managementis aout continuous and strategiccollaoration) commitment and

communication among all the partiesin&ol&ed to meet the needs of one:sclients) customers) emplo9ees) and ossesand there9 gain a competiti&e ad&antage8

© Mujtaba,


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Coaching is a privilege( not a )ob*

Police( evaluate and improve "our coaching s#ills+

Coach and guide effectivel"+


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,eferences / -ibliograph"

• Mu?taa) #8 8 ;2//*

Documents

Chapter 1 - Coaching and Management- Mujtaba- 2008