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Coaching for  Optimal Performance
Contents ,[object Object],[object Object],[object Object],[object Object],[object Object]
www.exploreHR.org You can download this presentation at: Please visit  www.exploreHR.org   for more presentations on leadership, personal development, and HR management.
Characteristics of  Good Coach If you find this presentation useful, please consider telling others about our site  www.exploreHR.org )
Benefits of Good Coaching Improve employee performance Help develop employee’s competence Help diagnose performance problems Help correct unsatisfactory performance Foster productive working relationship
Characteristics of Good Coach Positive Goal  Oriented Supportive Focused Observant
Positive ,[object Object],[object Object],Characteristics of Good Coach
Supportive ,[object Object],Characteristics of Good Coach
Goal Oriented ,[object Object],[object Object],[object Object],Characteristics of Good Coach
Focused ,[object Object],[object Object],Characteristics of Good Coach
Observant ,[object Object],[object Object],Characteristics of Good Coach
Boss vs. Coach Boss ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Coach
Elements of  Good Coaching Session
Elements of Good Coaching Session Establish a purpose Establish ground rules Keep focused Develop dialogue Speak clearly Discuss one specific issue
Elements of Good Coaching Session Establish a purpose ,[object Object]
Elements of Good Coaching Session Establish ground rules ,[object Object],[object Object]
Elements of Good Coaching Session Keep focused ,[object Object],[object Object],[object Object],[object Object],[object Object]
Elements of Good Coaching Session Develop dialogue ,[object Object],[object Object]
Elements of Good Coaching Session Speak clearly ,[object Object],[object Object],[object Object],[object Object],[object Object]
Elements of Good Coaching Session Discuss one specific issue ,[object Object],[object Object]
Communication Skills for Effective Coaching
Seven Communication Principles for Coaching ,[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object],Seven Communication Principles for Coaching
[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Seven Communication Principles for Coaching
Gather Good Information with your EARs E  – explore by asking questions A  – affirm to show you’re listening R  – reflect your understanding S  – silence, listen some more
To listen more effectively….. Attend physically  – the right body language helps us to focus on the speaker and encourages the speaker to give us more information. Attend mentally  – follow the speaker’s flow of thought, listen to understand, not evaluate; listen first, then assess Check it verbally  – paraphrase, clarify, probe further, summarize your understanding
Good Habits of Effective Listeners ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Asking Questions in Coaching Session An effective question is  brief An effective question is  focused An effective question is  relevant An effective question is  constructive
Asking Questions in Coaching Session An effective question is BRIEF ,[object Object],[object Object],[object Object]
Asking Questions in Coaching Session An effective question is FOCUSED ,[object Object],[object Object]
Asking Questions in Coaching Session An effective question is RELEVANT ,[object Object],[object Object]
Asking Questions in Coaching Session An effective question is CONSTRUCTIVE ,[object Object]
Exploring Questions Open Questions Open questions yield lots of information because they allow a person to explain what is most important or interesting and encourage elaboration. Probing Questions Probing questions are those that relate to the topic we want to explore further. They encourage the speaker to flesh out the details.
Closed vs. Open Questions When did that happen?   What led up to that? Was your trip successful?    What did you manage to    accomplish on your trip? Did you like the candidate?   In what ways do you think that    candidate meets our need? Did you have a good meeting?   What happened at the meeting?
Some Probing Questions ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Five Steps for  Effective Coaching
Five Steps of Coaching Describe performance issue a professional manner  Discuss the causes of the problem  Identify and write down possible solutions  Develop specific action plan Conduct follow up session
Describe Performance Issue Describe performance issue a professional manner  ,[object Object],[object Object],[object Object]
Discuss the causes of the problem ,[object Object],[object Object],[object Object],Discuss the Causes of the Problem
Discuss the causes of the problem ,[object Object],[object Object],Discuss the Causes of the Problem
Diagnosing Performance Problem Role Expectations Ability (skills and knowledge) Job Design Work Environment Personal/Motivational Problem Most performance problems are due to one (or more) of five factors :
Diagnosing Performance Problem Role Expectations Ability  (skills and knowledge) ,[object Object],[object Object]
Diagnosing Performance Problem Job Design Work Environment ,[object Object],[object Object]
Diagnosing Performance Problem Personal/ Motivational Problem ,[object Object]
Identify possible solutions ,[object Object],[object Object],[object Object],[object Object],Identify Possible Solutions
Conduct follow up session ,[object Object],[object Object],[object Object],Conduct Follow Up Session
Coaching Strategies for Different Behavioral Style
Four Styles of Behavior Dominance Influencing Steadiness Compliance
Dominance ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Influencing ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Steadiness ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Compliance ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Coaching Strategies for Dominance Dominance ,[object Object],[object Object],[object Object],[object Object]
Coaching Strategies for Influencing Influencing ,[object Object],[object Object],[object Object],[object Object]
Coaching Strategies for Steadiness Steadiness ,[object Object],[object Object],[object Object]
Coaching Strategies for Compliance Compliance ,[object Object],[object Object],[object Object],[object Object]
Recommended Further Readings ,[object Object],[object Object]
End of Material

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Coaching For Optimal Performance

  • 1. Coaching for Optimal Performance
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  • 3. www.exploreHR.org You can download this presentation at: Please visit www.exploreHR.org for more presentations on leadership, personal development, and HR management.
  • 4. Characteristics of Good Coach If you find this presentation useful, please consider telling others about our site www.exploreHR.org )
  • 5. Benefits of Good Coaching Improve employee performance Help develop employee’s competence Help diagnose performance problems Help correct unsatisfactory performance Foster productive working relationship
  • 6. Characteristics of Good Coach Positive Goal Oriented Supportive Focused Observant
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  • 13. Elements of Good Coaching Session
  • 14. Elements of Good Coaching Session Establish a purpose Establish ground rules Keep focused Develop dialogue Speak clearly Discuss one specific issue
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  • 21. Communication Skills for Effective Coaching
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  • 25. Gather Good Information with your EARs E – explore by asking questions A – affirm to show you’re listening R – reflect your understanding S – silence, listen some more
  • 26. To listen more effectively….. Attend physically – the right body language helps us to focus on the speaker and encourages the speaker to give us more information. Attend mentally – follow the speaker’s flow of thought, listen to understand, not evaluate; listen first, then assess Check it verbally – paraphrase, clarify, probe further, summarize your understanding
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  • 28. Asking Questions in Coaching Session An effective question is brief An effective question is focused An effective question is relevant An effective question is constructive
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  • 33. Exploring Questions Open Questions Open questions yield lots of information because they allow a person to explain what is most important or interesting and encourage elaboration. Probing Questions Probing questions are those that relate to the topic we want to explore further. They encourage the speaker to flesh out the details.
  • 34. Closed vs. Open Questions When did that happen? What led up to that? Was your trip successful? What did you manage to accomplish on your trip? Did you like the candidate? In what ways do you think that candidate meets our need? Did you have a good meeting? What happened at the meeting?
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  • 36. Five Steps for Effective Coaching
  • 37. Five Steps of Coaching Describe performance issue a professional manner Discuss the causes of the problem Identify and write down possible solutions Develop specific action plan Conduct follow up session
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  • 41. Diagnosing Performance Problem Role Expectations Ability (skills and knowledge) Job Design Work Environment Personal/Motivational Problem Most performance problems are due to one (or more) of five factors :
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  • 47. Coaching Strategies for Different Behavioral Style
  • 48. Four Styles of Behavior Dominance Influencing Steadiness Compliance
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