Effective Coaching: Engaging Your Employees 7/5/2017

1

Effective Coaching: Engaging Your Employees

Presented by

Aimee Pedretti, GPHR

Agenda

• Setting the Stage

• Coaching vs. Progressive Discipline

• Creating a Coaching Environment

• Coaching Questions

• Coaching Conversations

• Q & A

Setting the Stage

Effective Coaching: Engaging Your Employees 7/5/2017

2

What is Coaching?

Purpose Frequency Integration with daily work

Q. Should I use Coaching or Performance Evaluations?

A. BOTH!

Coaching: “a style of management primarily characterized by asking employees questions in order to help

them fulfill their immediate responsibilities more effectively and advance their development

as professionals over time.”

-Harvard Business Review Guide to Coaching Employees

Effective Coaching: Engaging Your Employees 7/5/2017

3

Coaching vs. Progressive Discipline

Effective Coaching: Engaging Your Employees 7/5/2017

4

Basics

Limits

Appropriate Use

Effective Coaching: Engaging Your Employees 7/5/2017

5

Creating a Coaching Environment

Effective Coaching: Engaging Your Employees 7/5/2017

6

Asking Coaching Questions

Facilitate Employee-Led Solutions

• The employee has the solution, your role is to help them locate it with questions

• Keep questions broad and open-ended

• Avoid questions that start with “why”

Effective Coaching: Engaging Your Employees 7/5/2017

7

Use Open-Ended Questions

Questions should not be able to be answered with “yes” or “no”

Examples:

• “What is the status?” vs. “Are you finished?”

• “What can you learn from this?” vs. “You won’t do that again, right?”

• “Tell me your understanding of…” vs. “Is this clear?”

Having Coaching Conversations

Effective Coaching: Engaging Your Employees 7/5/2017

8

Effective Coaching: Engaging Your Employees 7/5/2017

9

Q & A

GPHR, SHRM-SCP | HR Consultant

Aimee is a recognized leader in the field of Human

Resources. Aimee was previously the Global Director for

the Board of Directors of the local chapter of the Society

for Human Resource Management. Previously, she was

the HR Director and Global HR and Organizational

Effectiveness Adviser for an international humanitarian

relief and development organization, and worked as an

HR consultant to small and mid-sized companies.

Aimee Pedretti