The document discusses the importance of coaching employees and provides principles and techniques for effective coaching. It notes that coaching provides benefits for employees, culture, and performance but that many managers are not incentivized to coach due to their focus on tasks. To address this, the document recommends that organizations support coaching, train managers in coaching techniques, and redefine manager roles to balance people and tasks. It outlines a coaching toolkit for managers including direct instruction, facilitative questioning, increasing responsibility, modelling, training materials, and feedback.

1. Employee
Coaching
The Lost Art

2. Where have all the good coaches
gone in our organisations?

3. Let’s start with some
principles of good
coaching

4. Principles of good coaching
1. High touch - frequent check-ins with the
employee
2. High Tech - An up to date view for role types
3. Understanding of required mental/emotional skills
4. Understanding of the mechanics of the employees
role
5. Individualised training using a ‘Life-fit’ approach
6. Helping employees become more proficient at
self-management

5. Coaching done
properly is a big
commitment
It’s more than just performance improvement

6. Employee
Coach
Teacher
Communicator
Organiser
Improve Performance Manage Risk Influence Employees
Develop Team Work with Others
Coach self
Development
Working with employee
Working with Others

7. Why should we
coach??

8. People
What better message
to give to employees
than you are here to
coach and help them in
their careers
Culture
A coaching culture is
a helpful culture that
promotes deeper
relationships and
growth
Future
Coaching is an
investment in the
future; helping
develop the younger
generation
Performance
Coaching is goal based
focused on achieving
results and improving
individual and
collective
performance

9. Who can coach??

10. Managers
Best placed to build
coaching relationship
with team members
and understand the
daily demands and
needs
Mentors
Experienced
resources with enough
distance from day to
day role for fresh
perspectives
Externals
Professional coaches
who can come in and
deliver a quality
coaching experience
immediately
Programs
Structured
development programs
to oversee coaching
pathways with a longer
term view

11. So what’s the
problem??

12. Mentors
Experienced
resources with enough
distance from day to
day role for fresh
perspectives
Externals
Professional coaches
who can come in and
deliver a quality
coaching experience
immediately
Programs
Structured
development programs
to oversee coaching
pathways with a longer
term view

13. Today’s managers are not
incentivised enough to deliver
coaching, whilst also dealing with
an ever increasing burden of task
related activity.

14. So what’s the
solution??

15. 3 Step plan to Better Coaching
1. Organisation and senior management
support for coaching as a value add
discipline
2. Hands on support and training to up skill
people managers with effective coaching
techniques
3. The role of the manager redefined to give
equal weighting to people as to tasks

16. The managers
coaching toolkit

17. Direct
Instruction
Increasing
Responsibility
Facilitative
Questioning
Modelling
Training /
Materials
Feedback
Coaching Toolkit
It’s more than just one on one conversations

18. Direct Instruction
1. Setting meaningful tasks that encourage
high success rates
2. Providing instructions on how to execute
these tasks where appropriate
3. Providing feedback on effort, attitude and
execution

19. Facilitative Questioning
1. Setting problems and tasks that involve an
element of 'working out' (and therefore
learning)
2. Interested in improving the decision making
and problem solving abilities of the
employee
3. Placing ownership onto the employee to
think things through

20. Increasing Responsibility
1. Provide new learning opportunities
2. Encourage responsibility for own
development
3. Encourage input into the coaching process

21. Modelling
1. Demonstrating good performance
2. Using other high performers as models
3. Looking past immediate team for examples
of best practice

22. Training Materials
1. Written training materials
2. Formal training courses
3. Online learning

23. Feedback
1. Direct feedback from coach
2. Stakeholder feedback
3. Video analysis
4. The future - sensors

24. Summary.....
Good coaches are in every
organisation.
We just need to get them
coaching!

25. Iandboreham.com
Solving Daily Life
Thanks for reading!
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iandboreham.com/coaching-in-the-workplace/
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