Helpful tools for Effective Coaching Why do I need to coach my employees? Shouldnt they just know? The answer is NO! What is coaching? Coaching is informal one-to-one or small group interaction with employees. Helps with encouraging,
"Helpful tools for Effective Coaching Why do I need" is the property of its rightful owner. Permission is granted to
download and print the materials on this website for personal, non-commercial use only, and to display it
on your personal computer provided you do not modify the materials and that you retain all copyright
notices contained in the materials. By downloading content from our website, you accept the terms of this
agreement.
Presentation Transcript
01
Helpful tools for Effective Coaching<br>
02
Why do I need to coach my employees? Shouldn’t they just know? The answer is NO!
What is coaching? Coaching is informal one-to-one or small group interaction with employees.
Helps with encouraging, motivating, and developing your employees a little more everyday
You can observe their performance, help them identify weak areas to be able to work with them to develop their skills and strengthen their abilities
Provides your employees with training and assistance then need to take charge of their jobs and their careers.<br>
03
Why do I need to coach my employees? Shouldn’t they just know? We want to let employees know what they have done well and what they need to improve
Show employees the steps they need to take to improve performance and become more effective workers
Recognize employee accomplishments Take away: What are some of your coaching techniques?<br>
04
What makes a great coach? Take away: What are some qualities that you use and value most as a coach and an employee? Good coaches are positive and enthusiastic
Observant – Pay attention to what their employees do and how they do it.
Knowledgeable – Inspire confidence because employees' sense that their coach know from personal experience what they are talking about
Good Communicator – Speak clearly for understanding
Good Listeners – Following with questions and listening to employee's reply’s
Providing resources that employees need to succeed
Respectful and patient
Empowering to employees – Welcome initiative and promoting employee growth and development<br>
05
How can I have a better coaching discussion with my employees? You and your employee can jointly determine the agenda ahead of time.
Focus on one or two issues at a time
Start meeting by following up on the employee's progress since the last meeting that was held
Show appreciation for the employee’s effort and achievement. Even if the employee is not performing up to expectations, try to find some positive aspect of performance that you can praise
Ask for feedback from the employee<br>
06
My employee is a top performer! They don’t need any coaching…. WRONG!
Keep top performers challenged
Do not neglect. Keep giving feedback!
Give them adequate recognition and rewards
What does exceeds mean to our employee?
If you have an employee that is exceeding, take the time to write it!
What are examples of motivators?
Opportunities to learn new skills or technologies
Opportunity to specialize in a desired area
Public recognition during meetings
Commendation letters for the employee’s personnel file<br>
07
My employee is doing their job, do I need to say anything? Is this the best my employee can do? Probably not. But why?
Is it because,
Do they not understand the standards or expectations that were given to them
Is it lack of challenging work
What can I do?
Point out strength before working on weaknesses what are they capable of and what they could build on
Clarify expectations and standards
Develop a plan for professional growth and development
THESE EMPLOYEES COULD BECOME YOUR TOP PERFORMERS WITH EFFECTIVE COACHING! Take away: Meeting Expectations is not a negative rating? How can supervisors help break this stigma?<br>
08
My employee is a poor performer, can they be helped? YES, they can!
How? Let's figure out why they are a poor performer?
Did they not receive proper training
Is the job not for them
Do they lack motivation and/or self discipline
What can I do?
Talk to your employee about their jobs, life goals, and problems
Work on solutions to help employees feel empowered
Circle back to existing goals while taking employees perspective into consideration
Develop and agree to a plan of action
Schedule frequent follow up sessions, this will require consistent coaching Take away: Do you have any experiences working with different types of performers? If so, what techniques did you use?<br>
