SKILL vs. WILL - PowerPoint Presentation

SKILL vs. WILL
SKILL vs. WILL

SKILL vs. WILL - Description


MATRIX The SkillWill Matrix I ntroduced by Max Landsberg in his book The Tao of Coaching H as been widely accepted as is a useful method of ensuring that a coachs style of interaction is matched to a coachees readiness for a particular task ID: 142885 Download Presentation

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employee skill high check skill employee check high provide matrix frequent understanding clear success reward praise tasks task feedback responsibility give discuss

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Slide1

SKILL vs. WILL MATRIXSlide2

The Skill/Will Matrix

I

ntroduced

by Max Landsberg in his book, The Tao of Coaching. Has been widely accepted as is a useful method of ensuring that a coach’s style of interaction is matched to a coachee’s readiness for a particular task. Coaching takes place when there is a particular situation, issue or task that the coachee needs help with. Requires a coach to assess the coachee’s level of skill for dealing with that situation, issue or task and also their level of will. • Skill depends on experience, training and understanding. • Will depends on desire to achieve, incentives, security and confidence. Slide3

The Skill/Will Matrix cont.

Pros

Relatively simple tool

Leaders with good relationships should be able to use the matrix to determine the best fit for employeeStarts with an assessment and point toward what to do.ConsVery easy to allow prejudgment to bias first evaluationCritical for first assessment to be fair and balancedSlide4

SKILL vs. WILL MATRIX

The matrix works by plotting the level of the coachee’s skill against their will, either high or low, in order to determine the appropriate style of interaction for the coach to adopt:

Low

High

High

Skill

WillSlide5

Low Skill, Low Will

Direct

Discuss what would motivate employee. Agree on what is possible.

Be clear regarding expected outcomes (goals)

Set clear rules, methods, and deadlines Check for understanding Give responsibility and authority for the pieces of tasks employee can do.

Structure tasks for quick wins

Identify and provide required training.

Provide

frequent

feedback.

Require frequent check-ins (verbal or written) but relax control as progress is shown.

Praise and reward for success Slide6

Low Skill, High Will

Guide

Discuss why task is important and why employee is best choice.

Discuss what would motivate employee. Agree on what is possible.

Be clear regarding expected outcomes (goals) Check for understanding Give responsibility and authority because employee is competent

Provide

frequent

feedback.

Require frequent check-ins (verbal or written)

Praise and reward for success Slide7

High Skill, Low Will

Excite

Be clear regarding expected outcomes (goals)

Discuss and set methods.

Check for understanding Identify and provide required training. Accept early mistakes as important "coaching" moments. Give responsibility

for the pieces of tasks employee can do

.

Structure tasks to minimize possible risks to employee and company

Provide

frequent

feedback.

Require frequent check-ins (verbal or written) but

relax control as progress is shown

Praise and reward for success Slide8

High Skill, High Will

Delegate

Be clear regarding expected outcomes (goals)

Involve in decision-making

Frequently ask employee for opinions Check for understanding Give responsibility and authority because employee is competent and committed.

Provide feedback.

Ask for check-ins at key milestones or when employee has questions.

Praise and reward for success Slide9

Thank You!

Shom More....
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By: pasty-toler
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