Define and Describe Coaching. (Who, what, how, etc.)
- Helping relationship
- Manager
- Interacts with employee
- Takes active role and interest in performance
- Collaborative ongoing process
- Directing employee behavior
- Motivating employee behavior
- Rewarding employee behavior
- Concern with long-term performance
Explain “Understanding Successful Coaching
Guiding Principles”. Define the roles.
A good coaching relationship is essential and coaches are…
- Trusting and collaborative
- Willing to listen in order to understand
- Looking for positive aspects of the employee
- Understanding that coaching is done with the employee, not to the employee
Roles:
- The employee is the source and director of change
- The employee is whole and unique
- The coach is the facilitator of the employee’s growth
What are the Major Coaching Functions?
- Give advice
- Provide guidance
- Provide support
- Give confidence
- Promote greater competence
What are Key Coaching Behaviors?
- Establish developmental objectives
- Communicate effectively
- Motivate employees
- Document performance
- Give feedback
- Diagnose performance problems
- Develop employees
What are examples of The Good Coach Questionnaire?
Do you listen to your employees?
Do you understand the individual needs of your employees?
Do you encourage employees to express their feelings openly?
Do you provide your employees with tangible and intangible support for development?
Do your employees know your expectations about their performance?
Do you encourage open and honest discussions and problem solving?
Do you help your employees create action plans that will
Solve problems?
Create changes?
Do you help your employees explore potential areas of growth and development?
What are Adaptive Coaches Use All Styles: According to Employee Needs?
- Sometimes providing direction
- Sometimes persuading
- Sometimes showing empathy
- Sometimes paying close attention to rules and established procedures
What are the steps in the Coaching Process?
- Set developmental goals
- Identify resources and strategies needed to implement developmental goals
- Implement developmental goals
What are the Remaining Steps in the coaching process?
- Observe and document developmental behavior and outcomes
- Give feedback
- Praise
- Negative feedback
What are the constraints in “Observe and Document Developmental Behavior and Outcomes”?
Constraints:
- Time
- Situation
- Activity
What are Organizational Activities that help Improve Documentation of Performance?
- Good communication plan to get manager buy-in
- Training programs
- Rater error training
- Frame-of-reference training
- Behavioral observation training
- Self-leadership training
List some Reasons to Document Performance.
- Minimize cognitive load
- Create trust
- Plan for the future
- Provide legal protection
What are some Recommendations for Documentation?
- Be specific
- Use adjectives and adverbs sparingly
- Balance positives with negatives
- Focus on job-related information
- Be comprehensive
- Standardize procedures
- Describe observable behavior
What are the main purposes of Giving Feedback?
Main purposes:
- Help build confidence
- Develop competence
- Enhance involvement
- Improve future performance
What are Potential Costs of Failing to Provide Feedback?
- Employees are deprived of chance to improve their own performance
- Chronic poor performance
- Employees have inaccurate perceptions of how their performance is regarded by others
To Be Effective, Feedback Should…
- Be timely
- Be frequent
- Be specific
- Be verifiable
- Be consistent (over time and across employees)
- Be given privately
- Provide context and consequences
- Provide description first, evaluation second
- Cover the continuum of performance
- Identify patterns
- Demonstrate confidence in employee
Allow for both
- Supervisor’s advice and
- Idea generation by both
- Employee
- Supervisor
List the Guidelines for Giving Praise.
- Be sincere—only give praise when it is deserved
- Give praise about specific behaviors or results
- Take your time
- Be comfortable with act of praising
- Emphasize the positive
What are the challenges with Giving Negative Feedback?
- Managers avoid giving negative feedback due to…
- Negative reactions and consequences
- Negative experiences in the past
- Dislike of playing “God”
- Need for irrefutable and conclusive evidence
Negative Feedback Is Most Useful When It…
- Identifies warning signs and performance problem is still manageable
- Clarifies unwanted behaviors and consequences
- Focuses on behaviors that can be changed
- Comes from a credible source
- Is supported by hard data
Feedback Sessions Should Always Answer: (1)
How is your job going?
Do you have what you need to do your job?
Are you adequately trained?
Do you have the skills and tools you need to do your job?
