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Coaching for Superior Employee Performance

Coaching for Superior Employee Performance

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Coaching for Superior Employee Performance

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  1. Coaching for Superior Employee Performance Techniques for Supervisors

  2. Session Objectives Recognize the benefits of coaching Identify the role of the coach Understand the techniques involved in successful coaching Use coaching effectively to improve employee performance

  3. What Is Coaching? • Informal one-to-one or small group interaction • Encouraging, advising, motivating, and developing • Essential supervisory tool • Philosophy of employee management

  4. Purposes of Coaching • Inform • Teach • Guide • Recognize • Inform • Teach • Guide • Recognize

  5. Purposes of Coaching (cont.) • Motivate • Assist • Develop • Empower • Motivate • Assist • Develop • Empower

  6. Benefits of Coaching • Improves quality and productivity • Boosts enthusiasm and morale • Strengthens relationships and communication • Increases job satisfaction • Improves teamwork • Builds trust and enhances loyalty • Improves quality and productivity • Boosts enthusiasm and morale • Strengthens relationships and communication • Increases job satisfaction • Improves teamwork • Builds trust and enhances loyalty

  7. Coaching Is an Important Part of Your Job • Helps you to keep in touch with workers • Lets you get closer to employees • Allows you to work with employees • Uses everyday situations to improve performance

  8. Positive & Enthusiastic Good Listener Observant QUALITIES OF A GOOD COACH Good Communicator Knowledgeable

  9. QUALITIES OF A GOOD COACH(cont.) Supportive Patient Empowering Respectful Tactful

  10. Effective Coaching Is Immediate • Coaching is often spontaneous • Coaching is most effective when it closely follows events or behavior

  11. Effective Coaching Is Specific • What is done well and what needs improvement • Required skills and knowledge • Standards of good performance • Significance of the job • Corrective action • What is done well and what needs improvement • Required skills and knowledge • Standards of good performance • Significance of the job • Corrective action

  12. Effective Coaching Is Interactive • Discuss rather than lecture or give orders • Ask questions • Listen to what the employee has to say • Pay attention to body language, too

  13. Coaching Techniques: True or False? Coaching is an important part of your job. Coaching isn’t something you should do on the spur of the moment. Effective coaching is specific and interactive. Coaching should only be used to correct workers when they’re doing something wrong. Coaching only benefits employees.

  14. Coaching Basics • Do you understand: • What coaching is? • Purposes of coaching? • Benefits of coaching? • Basic coaching techniques? • Do you understand: • What coaching is? • Purposes of coaching? • Benefits of coaching? • Basic coaching techniques?

  15. Your Role as a Successful Coach • Observe employees at work • Show concern for them as individuals • Find out what motivates them • Focus on cooperation, not competition • Observe employees at work • Show concern for them as individuals • Find out what motivates them • Focus on cooperation, not competition

  16. Your Role as a Successful Coach (cont.) • Highlight growth and development • Provide new challenges • Give support and assistance • Create a positive work environment • Highlight growth and development • Provide new challenges • Give support and assistance • Create a positive work environment

  17. The Coaching Session • Determine the agenda • Focus on one or two issues at a time • Begin by checking progress • Show appreciation • Determine the agenda • Focus on one or two issues at a time • Begin by checking progress • Show appreciation

  18. The Coaching Session (cont.) • Ask for feedback • Discuss problems and possible solutions • Allow time for questions • Agree on a plan of action

  19. The Coaching Session (cont.) • Look ahead • Aim high, but keep goals within reach • Thank the employee for input and participation • Set a date for the next coaching session

  20. Follow Up • Review performance and goals • Provide feedback • Offer advice and support • Don᾽t give up • Review performance and goals • Provide feedback • Offer advice and support • Don᾽t give up

  21. Coaching Top Performers Provide frequent feedback Be specific Ask for input

  22. Coaching Top Performers (cont.) • Keep them challenged • Give them adequate recognition and rewards • Keep them challenged • Give them adequate recognition and rewards

  23. Coaching Average Performers Determine employees’ potential Find out why they aren’t doing better Reinforce strengths Clarify standards Develop a plan

  24. Coaching Poor Performers Consider causes Encourage employee input Work to develop solutions Renegotiate goals and objectives Agree on an action plan Schedule follow-up sessions

  25. Coaching Employees Through Periods of Change • Explain what’s going on • Offer reassurance • Involve employees in the change process • Teach them the new skills • Set clear goals • Monitor performance

  26. Coaching Sessions: Is it True? Focus only on one or two issues per session. Because sessions are informal, you don’t need an agenda. Little employee participation is required for a successful coaching session. Set goals a lot higher than you know employees can reach to challenge them.

  27. Effective Coaching • Do you understand: • Your role as a successful coach? • How to conduct coaching sessions? • Coaching techniques for top, average, and poor performers? • Coaching employees through times of change? • Do you understand: • Your role as a successful coach? • How to conduct coaching sessions? • Coaching techniques for top, average, and poor performers? • Coaching employees through times of change?

  28. Key Points to Remember Coaching employees is a very important part of your job. Coaching helps employees improve performance and grow professionally. Coaching helps you develop closer, more effective working relationships with employees. You already possess the qualities that will make you a good coach.