soft skills world proposes high performance
training for corporate executives. call to connect on 09818493659 or write to us on info@softskillsworld.com
2. Workshop Objectives
Describe the key drivers that enable organizations to attain a high
performing environment.
Describe coaching and what a coach does.
Understand the critical communication skills necessary to engage
employees in day-to-day coaching sessions.
Employ the GROW model to develop an employee coaching plan.
Learn how to provide effective feedback.
Learn how to coach for improvement.
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3. Coaching for High
Performance: Roadmap
Business Case
Strategic Alignment
Building Coaching Coaching for
Fundamentals Communication Performance
Rapport Process
of Coaching Improvement
Crew Roadmap
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4. Business Case
High Performance
Workforce
The great leaders of tomorrow will be the ones
who understand how to get everyone to
participate.
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5. Performance Drivers
Which are in place?
The Top Performance Drivers
A-Level (>25 Percent Improvement) Performance Drivers by Category
In Rank-Order by Impact on Performance
A- Level (High-Impact) Performance Drivers
1. Fairness and accuracy of informal feedback
2. Risk taking
3. Emphasis (in formal review) on performance strengths
4. Employee understanding of performance standards
5. Internal communication
6. Manager knowledgeable about performance
7. Opportunity to work on the things you do best
8. Feedback that helps employees do their jobs better
9. Opportunity to work for a strong executive team
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6. Performance Drivers
Which are in place?
Second-Level Performance Drivers
Second-Level Performance Drivers
B- Level Performance Drivers
10. Opportunity to help launch a new business, initiative, or 20. Culture of innovation
program
21. Manager translates long-term goals into step-by-step
11. Manager helps find solutions to problems plans
12. Organizational flexibility 22. Manager clearly communicates expectations
13. Emphasis (in informal feedback) on personality strengths 23. Opportunity to experiment and take risks
14. Emphasis (in formal reviews) on personality strengths 24. Manager likelihood to deliver voluntary informal feedback
15. Opportunity to help turn around struggling business 25. Function-specific training: IT
16. Manager helps attain information, resources, and 26. Employee understanding of how to complete projects
technology
27. Employees’ personal enjoyment of their work
17. Manager breaks down projects into manageable
28. Employee influence in selecting projects
components
29. Helps team get started on a new project
18. Opportunity to have significant responsibility and
accountability 30. Challenge of projects and assignments
19. Opportunity to do challenging and leading-edge work 31. Level of specificity in informal feedback
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7. Performance Drivers
Which are in place?
Lowest Performance Drivers
D- Level (<0 Percent Improvement) Performance Drivers by Category
In Rank-Order by Impact on Performance
D- Level Performance Drivers
100. Use of rank-ordering
101. Increasing the number of formal reviews received each year
102. Emphasis (in informal feedback) on personality weaknesses
103. Emphasis (formal reviews) on personality weaknesses
104. Emphasis (in informal feedback) on performance weaknesses
105. Emphasis (in formal reviews) on performance weaknesses
106. Manager makes frequent changes to employees’ projects
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8. Performance Drivers
What changes or improvements would you suggest to create a
high performance organization?
What behavioral changes do you need to begin implementing
the high performance strategic drivers in your organization?
What type of activities would you like to see to embed and
sustain the high performance drivers?
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9. Coaching for High
Performance: Roadmap
Business Case
Strategic Alignment
Building Coaching Coaching for
Fundamentals Communication Performance
Rapport Process
of Coaching Improvement
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10. Strategic Alignment
Strategic Alignment
“You’ve got to be careful if you don’t know where
you’re going, because you might not get there.”
-Yogi Berra, Baseball Coach and Player
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11. Strategic Alignment
Promote the Coach-Employee
Relationship
Employee Coach
Evaluate Establish Objectives
Performance
Employee Coach
Employee Coach
Establish Establish
Goals Expectations
Coaching and
Development
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12. Strategic Alignment:
Objectives, Expectations
and Goals
Coaching objectives
Role in organization
Employee individuality
Prioritize opportunities
Coaching obstacles
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13. Strategic Alignment:
Goal Setting Summary
MANAGER'S PREPARATION
– Review organization’s top-level objective
– Identify goals to be delegated and how they should be
delegated.
– Clarify employees’ responsibilities and anticipate the goals
they would set.
– Give your employees the information they need to draft their
own goals.
GOAL SETTING CHARACTERISTICS
– Difficulty
– Specificity
– Feedback
– Participation
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14. Coaching for High
Performance: Roadmap
Business Case
Strategic Alignment
Building Coaching Coaching for
Fundamentals Communication Performance
Rapport Process
of Coaching Improvement
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15. Fundamentals of Coaching:
What is Coaching?
Coaching is most effectively employed
when it is used to do what?
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16. Fundamentals of Coaching:
What is Coaching?
Address individual and organizational change to
improve mission performance
Enable personal transformation and career role
transition
Support the development of future leaders for the
organization
Address a specific problem area or challenge
Facilitate the creation of an organizational culture
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17. What is Coaching?
Leader as a Coach Continuum
Managing Coaching
Focus on: Focus on:
Telling Exploring
Directing Facilitating
Authority Partnership
Long-Term Development
Immediate Needs
Open To Many Possible
One Specific Outcome
Outcomes
Helping employees manage the transition between old and 17
new
18. What is Coaching?
Coaching is. . . Coaching is Not. . .
A means for learning and development. An opportunity to correct
someone’s behaviors or actions.
Guiding someone toward her or his Directing someone to do
goals. something to meet goals.
The mutual sharing of experiences and Being the expert or supervisor
opinions to create agreed-upon with all the answers (not the
outcomes. “super technician”).
About inspiring and supporting another About trying to address personal
person. issues.
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19. Benefits
of Coaching
Maximize individual strengths
Overcome personal obstacles
Reach full potential through continuous learning
Achieve new skills and competencies
Prepare themselves for new responsibilities
Manage themselves
Clarify and work toward performance goals
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20. Coaching for High
Performance
The “Hesitant Coach”
Lack of time
Confrontation Reluctance
Fear of Offending
Fear of Failure
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22. Fundamentals of Coaching:
Key Coaching Responsibilities
Constant communications
Selecting and carefully matching employees to jobs
Setting and ensuring employees’ understanding of performance
standards and goals
Providing fair and accurate performance feedback
Assisting employees in planning and accomplishing their work
Creating a development plan for each employee
Fostering a culture of managed risk taking and internal communications
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24. Fundamentals of
Coaching: Summary
This can be an Art
Inspire
Energize
Facilitate
Improve Performance
Help Learning
Help Development
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25. Coaching for High
Performance: Roadmap
Business Case
Strategic Alignment
Building Coaching Coaching for
Fundamentals Communication Performance
Rapport Process
of Coaching Improvement
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26. Communication
Communication
“Coaching conversations involve finding out people’s vision or
destination, where they are starting from, and the direction they
need to move in order to get there.”
-unknown
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29. Communication:
Reflective Listening
Conveying your interest
Adopting the employee point of view
Clarifying the employee’s thoughts and feelings
Responding reflectively
Reflective vs. Directive responses
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30. Communication:
Asking Effective Questions
Use questions to invite participation
Use questions that encourage exploration
Questions may become slightly closed as
dialogue continues
Begin open questions with how, when,
where, what or who
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31. Communication:
Effective Feedback
Specific and Anchored to common goals
performance based Provides for 2-way
Descriptive, not labeling communication
Focuses on behavior It is brief
Based on observations
Based on trust, honesty,
Begins with “I” concern
statements
Balances negative and Private (esp if negative)
positive comments Provides for follow-up
Well-timed
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32. Communication: Dealing
with Negative Issues
Listen with an open mind
Be respectful of the opinion, position
Take time to digest the opinion
Avoid finger-pointing
Work toward a compromise
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33. Coaching for High
Performance: Roadmap
Business Case
Strategic Alignment
Coaching Coaching for
Building
Fundamentals Communication Performance
Rapport Process
of Coaching Improvement
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34. Building Rapport
Building Rapport
“The key leadership issue in today’s economy is to
make knowledge workers more productive.”
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35. Building Rapport:
Trust Relationships
Be available
Be confidential
Be respectful
Be reflective
Be supportive
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36. Coaching for High
Performance: Roadmap
Business Case
Strategic Alignment
Building Coaching for
Fundamentals Communication Coaching Performance
Rapport
of Coaching Process Improvement
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37. Coaching Process
Coaching Process
“The responsibility for maintaining good performance
is the employee’s, not the manager’s. The manager’s
job is to point out the discrepancy – the employee’s
job is to fix it!
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38. Coaching Process
Coaching
Structuring the Coaching Session – The Grow Model
Goal Reality Options Wrap-Up
- AIM
-Assessment -Range -Action
Set long-term
Invite self-assessment Cover the full range Commit to action
aim if
appropriate of options
-Examples -Obstacles
Offer specific examples of -Suggestions Identify possible
-Objective
feedback Invite suggestions from obstacles and how
Agree to specific
objectives of session the coachee. Offer to overcome them.
-Assumptions suggestions Agree on support
Avoid or check carefully.
-Topic
assumptions -Milestones
Agree to topic for
Discard irrelevant -Choices Make steps specific
discussion
history Ensure choices and define timing
are made 38
39. Coaching for High
Performance: Roadmap
Business Case
Strategic Alignment
Coaching Coaching for
Building
Fundamentals Communication Performance
Rapport Process
of Coaching Improvement
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40. Coaching for
Improvement
Coaching for Improvement
“Success depends on the support of other people.
The only hurdle between you and what
you want is the support of others.
- David Joseph Schwartz
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41. Coaching for
Improvement
Recognize the
existence of a problem
Discuss and mutually agree on a solution
Create post-meeting performance
expectations
Support improvement
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42. Building Rapport: Effective
Face to Face Meetings
Keep it private
Focus on the employee
Follow an agenda
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43. Building Rapport:
Productive Confrontations
Check the facts
Arrange a meeting
Display interest
Explain the problem
Discuss reasonable solutions
Encourage and reinforce improvement
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45. Coaching for High
Performance: Roadmap
What type of leadership is necessary to build a high-
performance organization?
When we talk about performance management,what are
some specific steps can you take to maximize its
effectiveness?
What is the critical role you must play?
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