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Coaching & mentoring
- 1. Module One: Getting Started Thisworkshop focuses on how to better coach your employees to higher performance. Coaching is a process of relationship building and setting goals. An easy-to-understand coaching model taught in this workshop will guide you through the process. What makes a good coach? Complete dedication. George Halas
- 2. Workshop Objectives Define coaching and mentoring Set appropriate goals Build and fostertrust Overcome common obstacles
- 3. Module Two: DefiningCoaching and Mentoring The goal of this module is to define both concepts and introduce a coaching model that will allow you to focus on improving performance. Let us begin by defining what coaching is. We are all capable of change and growth; we just need to know where to begin. Blaine Lee
- 4. What is Coaching? Trainer Instructor Tutor Focuson one or two skills at a time Their interaction is planned and structured
- 5. What is Mentoring? GuidingCounseling Supporting Different from coaching
- 6. Introducing the G.R.O.W.Model Goal setting Reality check Options developed Wrap it up with a plan
- 7. Module Three: Setting Goals Thismodule will discuss setting goals with an easy-to-remember technique. This is the first component or the “G” of the GROW method of coaching. Let us explore what this is and how to develop it. If you don’t know where you are going, you will probably end up somewhere else. Lawrence J. Peter
- 8. Goals in theContext of GROW Starting in the right direction Coaching time is more efficient Plan ahead and prepare targeted questions Direct and avoids meandering
- 9. Identifying Appropriate Goal Areas Howwill you know you reached that goal? What do you think is keeping you from reaching this goal? Where are you in relation to those goals? What goals are you working on right now?
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- 11. Module Four: Understanding theRealities In this module, you will learn how to place that stake in the ground, marking the beginning of the coaching journey. Examining the current realities is the second component or the “R” of the GROW model. Reality is that which, when you stop believing in it, doesn’t go away. Philip K. Dick
- 12. Getting a Pictureof Where You Are What is happening now? How often is this happening? When does it happen? What is the affect?
- 13. Identifying Obstacles Antidote given Rootout the cause Identify the obstacle
- 14. Exploring the Past Goalsthat were met Great behaviors Great attitudes Problems solved
- 15. Module Five: Developing Options Thismodule discusses how to explore options that will enable your employee to move towards the goal that was set before them. This is the next component or the “O” in the GROW model. When a person acts without knowledge of what he thinks, feels, needs, or wants, he does not yet have the option of choosing to act differently. Clarke Moustakas
- 16. Identifying Paths Buy-in byyour employee Innovation, more creativity is possible when two work at it Growth, the options developed will have more meaning
- 17. Choosing Your FinalApproach Does this option build new supporting skills? Does this option meet the time requirement of the goal? Is this option measurable?
- 18. Structuring a Plan Whatare you going to do: Tomorrow? Two weeks? Thirty days?
- 19. Module Six: Wrappingit All Up In this module, you are going to learn how to finalize your employee’s plan in a way that motivates them to take action immediately. Wrapping up the coaching session is the final component or the “W” in the GROW model to coaching. A good plan today is better than a perfect plan tomorrow. Chinese Proverb
- 20. Creating the FinalPlan Learn Apply Measure Assess
- 21. Identifying the FirstStep Employee feels valued with the investment Helps to foster a better working relationship You give a chance for a role model to become a mentor to your employee New skills learned could be shared with other employees
- 22. Getting Motivated Be consistent Berespectful Be caring Be flexible Be a cheerleader
- 23. Module Seven: The Importanceof Trust This module discusses the meaning of trust, its relationship to coaching and building trust. Building trust must be a sincere desire in you. It requires an investment in time and emotion. Anything less will not foster a trusting relationship between you and your employee. First let us begin by defining what trust is. Without trust, words become the hollow sound of a wooden gong. With trust, words become life itself. Anonymous
- 24. What is Trust? Builtover time Reliance in you by being fair Truthful
- 25. Trust and Coaching Don’t bea DOPE Degrading Ostracizing Punishing Evaluating
- 26. Building Trust Always respectyour employees Keep things confidential Keep your promises Tell them you believe in them
- 27. Module Eight: Providing Feedback Understandinghow to structure feedback is essential in balancing trust with the need to discuss desired and undesired behaviors with your employee. In this module, you are going to learn techniques for delivering feedback well. Let us begin. I’ve learned that mistakes can often be as good a teacher as success. Jack Welch
- 28. The Feedback Sandwich Praise Opportunityfor growth Praise
- 29. Providing Constructive Criticism Avoid addressingmultiple issues Focus on being timely Focus on observable actions or behavior Focus on a plan to change the behavior
- 30. Encouraging Growth and Development Developa peer mentorship process Use your internal training department Send your employee on lend to another department Send your employees to seminars if your budget allows
- 31. Module Nine: Overcoming Roadblocks Inthis module, we will discuss ways to overcoming roadblocks. Some of the things you will learn are identifying common roadblocks re- evaluate goals and focus on progress. Roadblocks are not dead ends. Obstacles are those frightful things you see when you take your eyes off your goal. Henry Ford
- 32. Common Obstacles Lack ofconfidence in coaching Fear of confrontation Fear of failure in coaching Afraid employee will not respond
- 33. Re-evaluating Goals Revisit thestarting point Determine what has been accomplished Review the amount of time left
- 34. Focusing on Progress Increased communication Buildtrust Increase motivation Goal is reached Build good relationship with your employee
- 35. Module Ten: Reaching theEnd In this module, you will learn to recognize success, transition your employee from this coaching goal to another and wrapping it up. Let us begin by discussing how to know when you have achieved success. The reason goals are not reached is that we spend time doing second things first. Robert J. McKain
- 36. How to KnowWhen You’ve Achieved Success Review the goals and compare them Review the progress List the behaviors Strengths and weaknesses
- 37. Transitioning the Coach Overviewof accomplishments given Verify your employee agrees Engage the employee with the next level of development
- 38. Wrapping it AllUp Your overall assessment List of positive behaviors Transition the employee Organize all of your coaching documents
- 39. Module Eleven: HowMentoring Differs from Coaching In this module, you are going to learn the practical differences and blend the two for a balanced development program. In addition, we will discover how to integrate the GROW module when you are mentoring your employee and finally, you will learn how to focus more on building relationships. Mentoring is a brain to pick, an ear to listen, and a push in the right direction. John Crosby
- 40. The Basic Differences •Interaction is usually not voluntary • The focus is on a particular job function Coaching • Interaction is usually voluntary • Career development is the overall goal Mentoring
- 41. Blending the TwoModels Increased flexibility Allows you to supervise your employee Your employee will feel more empowered Greater satisfaction for both you and your employee
- 42. Adapting the GROW Modelfor Mentoring What are your career goals? Where are you in relation to your career goal? What are activities you think will help? How do you want to go about this?
- 43. Focusing on theRelationship Demonstrate caring by listening Demonstrate understanding by acknowledging and empathizing Demonstrate listening by giving your undivided attention Demonstrate respect by keeping the relationship professional
- 44. Module Twelve: Wrapping itUp This is the last module of today’s session. We hope you have learned many things about coaching. Remember that coaching is an equation that includes you. Your employee will respond better if they see you are willing to change to help them reach higher performance. Things do not change; we change. Henry Davie Thoreau
- 45. Words from theWise John Wooden • If you're not making mistakes, then you're not doing anything. I'm positive that a doer makes mistakes. Pearl Buck • I don't wait for moods. You accomplish nothing if you do that. Your mind must know it has got to get down to earth. Warren Buffett • I don't look to jump over 7-foot bars. I look around for 1-foot bars that I can step over.