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AUDIO WORKBOOK

COACHING SKILLS

FOR MANAGERS

AND SUPERVISORS

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E H D L T C B E F P K N B Q F H C F N E R TV N M K L D F A H C U P N B W B S B G N X UV J C O M M U N I C A T I O N M F J Z C P DW D N O F L P A T V Y D Q K E I B H P O Y VG V D F U X S P J I M G Y K F S V N R U J XJ F R W I R P I F N B V D E G J X F U R H BC E L E B R A T I O N U H G F K Y B J A N SD K C G O R B G W D E O R G S U C C E S S HG F O N V D J L E U J L G D R Z U O A B Q CV C U G Y F T J F M B V C O U G T M F D A EK M N Y M W P T D L E I T V C P K P C Q L SX Y S A U C A H F S T N G M C S G E M I P KP R E M P O W E R M E N T S T R A T E G Y JF T L C E A N F U M I O W T F X E I F S T NT M I D K C D B M O H V F N R P I T N X Z ZQ Z N D J H D V X C W A J F C B C I K D F PF G G K S I F D B M O T I V A T I O N V L PS S T R Y N D W P K I I N S I Q H N X W N CS O T B I G O A L S B O F P K V D F J N O KF Y J B P K M X U W I N N I N G M D X T U JM Y G C S O K H C X A P O J S A B J G A E ND J B V F L T N X P K D Z K B M K P T Y M SA H M O T X R E S U L T S J S E N D I R X LN P K N U F L C N B C I J L D P A Z I Y V XC Y N J D K P M V T R H K X O L P M W Q L FZ H V O S H E Q K X I K D Z P A D Z U T H NS N V X J I N S P I R A T I O N K Y B V C XK Z P D M E B J C V B T L V D X A M Q E K S

See how many coaching words you can find!

COACHINGSUCCESSRESULTSEMPOWERMENTGOALS

WINNINGCOUNSELINGINNOVATIONRISKMOTIVATION

MENTORPOTENTIALGAMEPLANINSPIRATIONSTRATEGY

CELEBRATIONCOMMUNICATIONTEAMCOMPETITIONENCOURAGEMENT

TABLE OF CONTENTS

The Coach’s GameplanAnalyzing the Lineup . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1Assigning Players to the Right Positions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2Five Steps to Building Successful Strategies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3

The Coach’s ToolboxTwenty Secrets of the World’s Greatest Coaches . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5Effective Communication Skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6Timely Decision Making . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6Ex-Dem-Pra . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6

The Coach’s Guide to Building the Loyal TeamWhy People Want to be a Part . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7How to Build It . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7How to Increase Enthusiasm . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8Ten Easy Ways to Boost Morale . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9Incentives That Drive It . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10

Coaching The Problem PlayerRecognizing the Problem Player . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13Recognizing the Problem . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14Holding a Counseling Session . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16Dealing With the Unexpected . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18Four Final Options – For Individual Counseling . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18Solving the Bigger Problem – Counseling Group Conflict . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18

Coaching The Willing PlayerThe Mentor Relationship . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19The Empowered Relationship . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .20

ACTION PLAN: COACHING AT ITS BEST! . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .21Suggested Reading . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26Appendices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .27

1Coaching Skills for Managers and Supervisorswww.pryor.com

THE COACH’S GAMEPLAN

A. Analyzing the Lineup

How are your people different?(Analyze the players on your team.)

How do these differences affect your “roster”?

Positively Negatively


THE COACH’S GAMEPLAN

B. Assigning Players to the Right Positions

Which comes first, the position or the player?

Should you delegate?

What happens if . . .?

C. Five Steps to Building Successful Strategies:

1.

2.

3.

4.

5.


THE COACH’S TOOLBOX


NOTES

1. Be available

2. Promote participation

3. Build relationships

4. Utilize delegation

5. Provide feedback

6. Allow mistakes

7. Be a role model

8. Offer training

9. Have high expectations

10. Set goals

11. Share information

12. Celebrate attempts

13. Encourage teamwork

14. Grow experts

15. Reward innovation

16. Have unannounced celebrations

17. Say “thanks”

18. Show your emotions (+ and -)

19. Pick your issues carefully

20. Be a team player

Total



A. Twenty Secrets of the World’s Greatest Coaches

LOW SCORECARD HIGH

1 2 3 4 5



B. Effective Communication SkillsThe coach as sender:

•

•

•

•

The coach as receiver:

•

•

•

•

C. Timely Decision Making

D. Ex-Dem-Pra

Ex-

Dem-

Pra-


THE COACH’S GUIDE TOBUILDING THE LOYAL TEAM

A. The Loyal Team — Why People Want to be a Part

1.

2.

3.

4.

5.

6.

B. The Loyal Team — How to Build It

Individual Strengths vs. Individual Weaknesses

Team Goals vs. Individual Goals

Healthy Competition vs. Destructive Competition



C. The Loyal Team — How to Increase Enthusiasm

Symptoms of Techniques toLow Enthusiasm Raise Enthusiasm

1. Lack of participation in meetings. 1.

2. Personal distance 2.

3. Putting effort in the wrong places 3.

4. Letting others do the work. 4.

5. Putting off the start of new projects. 5.

6. Slow progress 6.

7. Decreasing interpersonal contact. 7.

8. “Work as usual” attitude 8.

9. Sloppy work 9.

10. Lack of direction. 10.



D. The Loyal Team — Ten Easy Ways to Boost Morale

1. Demonstrate the priority given to the team’s needs. _______

2. Show to team’s impact on the bottom line. _______

3. Relate to the person rather than the task. _______

4. Recognize frustration. _______

5. Address frustration promptly. _______

6. Ask for input. _______

7. Collaborate. _______

8. Involve the team in goal-setting. _______

9. Provide swift feedback to input. _______

10. Share your spotlight. _______



E. The Loyal Team — Incentives that Drive It

What Doesn’t Work? Why Not?

What Does Work? (Qualities of an Effective Incentive)

• •

• •

• •


NOTES


A. Recognizing the Problem Player

COACHING THE PROBLEM PLAYER

The Goof-Off/Time Waster The Anti-Management Attitude

The Anti-Social/LonerThe Faultfinder/Criticizer

Is there asimplerway?

Doess/he

have thepotential?

Do obstaclesprevent

performance?

Doesperformance

matter?

Is lack of performancerewarded?

Is the performancepunished?

Did s/hedo it

frequently?

Has s/heever

done it?

Does theperson

have theskill?

YES

YES

Det

erm

ine

the

Perf

orm

ance

Gap



B. Recognizing the Problem

NO NO

NO

YES

YES YES YES YES

YES


NOTES



C. Holding A Counseling Session

Before ...

• Understanding the risks

• Acknowledging the benefits

• Determining your goals and objectives

• Knowing when to leave it to the pros



During ...

1.

2.

3.

4.

5.

After ...

1. Follow-up

2. Record



D. Dealing With The Unexpected

4 Anger

4 Tears

4 Denial

4 Contradictions

4 Silence

E. Four Final Options — For individual counseling

1.

2.

3.

4.

F. Solving The Bigger Problem — Counseling Group Conflict

A. The Mentor Relationship

What do you give?

What do you get?

Which player do you mentor?

Best Worst

5-POINT CHECKLIST

_______ Initiative

_______ Responsibility

_______ Added value

_______ Team Player

_______ Flexibility


COACHING THE WILLING PLAYER


COACHING THE WILLING PLAYER

B. The Empowered Relationship

The Controversy

Risks Benefits

How not to empower:

•

•

•

How to begin the process:


COACHING AT ITS BEST!

Action Plan

1. Write:

Your company’s mission

Your department’s mission

Your coaching mission

2. List Your Team Roster:

NAME PRIMARY RESPONSIBILITY



3. Plot Your Team:(Use your team members’ initials to plot their performance)

SKILLS

High

Low HighATTITUDE


4. Analyze Your Plotting


Relating(See Module 3)

EMPOWERING(See Module 5)

COUNSELING(See Module 4)

MENTORING(See Module 5)

SKILLS

High

Low HighATTITUDE



R E

C M

Player’s name:

Player’s primary need is:(from graph)

1 DATE

•

•

•

5. Plan for Each Player’s Needs:

2 DATE

•

•

•

3 DATE

•

•

•


NOTES


SUGGESTED READING

Braham, Barbara. Calm Down: How to Manage Stress at Work. Glenview, IL: Scott, Foresman andCompany, 1990.

Byham, William C. Zapp! The Lightning of Empowerment. New York, NY: Harmony Books, 1988.

Fournies, Ferdinand F. Coaching for Improved Work Performance. Blue Ridge Summit, PA: Liberty Hall Press, 1987.

Fournies, Ferdinand F. Why Employees Don’t Do What They’re Supposed to Do and What to Do About It.Blue Ridge Summit, PA: Liberty Hall Press, 1988.

Garfield, Charles. Peak Performance: The New Heroes of American Business. New York, NY: William Morrow and Company, Inc., 1986.

Haynes, Marion E. Stepping Up to Supervisor. Houston, TX: Executive Roundtable Publications, 1987.

Kennedy, Eugene and Sara C. Charles. On Becoming A Counselor: A Basic Guide for NonprofessionalCounselors. New York, NY: Continuum Publishing Company, 1990.

Klarreich, Sam H. Work Without Stress. New York, NY: Brunner/Mazel, Inc., 1990.

Lawler, Edward E. High Involvement Management. San Francisco, CA: Jossey-Bass Publishers, 1986.

May, Rollo. The Art of Counseling. New York, NY: Gardner Press, 1989.

Merrill, David W. and Roger H. Reid. Personal Styles and Effective Performance. Radnor, PA: Chilton Book Company, 1981.

Shriver, Sam. From Coach to Coach. Escondido, CA: Fulcourt Press, 1989.

Tarkenton, Fran. How to Motivate People. New York, NY: Harper & Row, 1986.

Vogt, Judith F. and Kenneth Murrell. Empowerment in Organizations: How to Spark ExceptionalPerformance. San Diego, CA: University Associates, 1990.


APPENDIX A: ANSWERS TO WORD SEARCH

E H D L T C B E F P K N B Q F H C F N E R TV N M K L D F A H C U P N B W B S B G N X UV J C O M M U N I C A T I O N M F J Z C P DW D N O F L P A T V Y D Q K E I B H P O Y VG V D F U X S P J I M G Y K F S V N R U J XJ F R W I R P I F N B V D E G J X F U R H BC E L E B R A T I O N U H G F K Y B J A N SD K C G O R B G W D E O R G S U C C E S S HG F O N V D J L E U J L G D R Z U O A B Q CV C U G Y F T J F M B V C O U G T M F D A EK M N Y M W P T D L E I T V C P K P C Q L SX Y S A U C A H F S T N G M C S G E M I P KP R E M P O W E R M E N T S T R A T E G Y JF T L C E A N F U M I O W T F X E I F S T NT M I D K C D B M O H V F N R P I T N X Z ZQ Z N D J H D V X C W A J F C B C I K D F PF G G K S I F D B M O T I V A T I O N V L PS S T R Y N D W P K I I N S I Q H N X W N CS O T B I G O A L S B O F P K V D F J N O KF Y J B P K M X U W I N N I N G M D X T U JM Y G C S O K H C X A P O J S A B J G A E ND J B V F L T N X P K D Z K B M K P T Y M SA H M O T X R E S U L T S J S E N D I R X LN P K N U F L C N B C I J L D P A Z I Y V XC Y N J D K P M V T R H K X O L P M W Q L FZ H V O S H E Q K X I K D Z P A D Z U T H NS N V X J I N S P I R A T I O N K Y B V C XK Z P D M E B J C V B T L V D X A M Q E K S

COACHINGSUCCESSRESULTSEMPOWERMENTGOALS

WINNINGCOUNSELINGINNOVATIONRISKMOTIVATION

MENTORPOTENTIALGAMEPLANINSPIRATIONSTRATEGY

CELEBRATIONCOMMUNICATIONTEAMCOMPETITIONENCOURAGEMENT


APPENDIX B

Twenty Potential Sources of Employee Problems

1. They don’t know why.

2. They don’t know how.

3. They don’t know what.

4. They’ve forgotten. (Lost focus)

5. They think they have a better way.

6. They don’t like your way.

7. They have other priorities.

8. There is no reward.

9. They don’t realize they’re not doing it.

10. They are rewarded for not doing it.

11. They are afraid to do it.

12. Their mistakes are not punished.

13. Barriers exist that are beyond their control.

14. They can’t do it.

15. They have personal problems.

16. It’s impossible.

17. It’s a manager’s job.

18. Co-workers prevent performance.

19. Correct performance is punished.

20. The tasks delegated contradict.


APPENDIX C

Coaching Action Plan (extra copy)

1. Write:

Your company’s mission

Your department’s mission

Your coaching mission

2. List Your Team Roster:

NAME PRIMARY RESPONSIBILITY


APPENDIX C

3. Plot Your Team:(Use your team members’ initials to plot their performance)

SKILLS

High

Low HighATTITUDE


4. Analyze Your Plotting

Relating(See Module 3)

EMPOWERING(See Module 5)

COUNSELING(See Module 4)

MENTORING(See Module 5)

SKILLS

High

Low HighATTITUDE

APPENDIX C


APPENDIX C

R E

C M

Player’s name:

Player’s primary need is:(from graph)

1 DATE

•

•

•

5. Plan for Each Player’s Needs:

2 DATE

•

•

•

3 DATE

•

•

•


NOTES

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AUDIO W · Fred Pryor Seminars is your one-stop resource for professional AV training resources....

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