Coaching and Mentoring in your...
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Coaching and Mentoring in your Organization APMA Forum Thursday, January 29, 2015
Transcript of Coaching and Mentoring in your...
Coaching and Mentoring
in your Organization
APMA Forum Thursday, January 29, 2015
Coaching and Mentoring = Learning
• Coaching is about change and change involves learning
• Self-sufficiency
• Nurturing and encouraging
• Challenging and Questioning
• Personal awareness
What do we mean by Coaching?
• “..a process which supports learning and development.. (Eric Parsloe)
• “…an educational and capacity-building function…” (Peter Block)
What is Coaching and Mentoring about?
• Relationship
• Goal Setting
• Stepping Stones
• Support
• Challenge
• Listening
• Objective Feedback
• Self-directional
HEART
Motivation Energy Enthusiasm Passion
Frameworks Models Tools Examples
Demonstration Behaviors
WALKING THE TALK
PERSONAL ENGAGEMENT
HEAD
INTELLECTUAL UNDERSTANDING
HAND
6
• Behavior • Language
• Appearance • Physical
environment
EMPOWERING
OR
LIMITING
SEEN
UNSEEN
BELIEFS/ VALUES
THOUGHTS
EMOTIONS
BEHAVIOR
HABITS
CIRCUMSTANCES
11
15
• Tell Me My Role
• Discipline My Coworker
• Get Me Excited
• Praise Me
• Don’t Scare Me
• Impress Me
• Give Me Some Authority
• Set Me Up to Win
Eight Things Your Employees Want From You
Leading vs. Managing Leading
Aim is positive change
Setting direction
Aligning people to vision
Motivating
Coaching
Managing
Aim is predictable, orderly results
Organizing
Staffing
Planning
Budgeting
Solving problems
Managers are responsible for implementing a plan.
Leaders grow the dream and enroll people to help achieve it.
Characteristics of Good leader / Coach
Positive
Goal Oriented
Supportive
Focused Observant
Positive
• Your job is not correcting mistakes,
finding fault, and assessing blame
• Instead, your function is achieving
productivity goals by coaching your
staff to peak performance
Characteristics of Good Coach
Supportive
•Your job as coach is to get workers
what they need to do their job well,
including tools, time, instruction,
answers to questions, and protection
from outside interference
Goal Oriented
• Base your assignments on clear, definable goals
• Tie specific tasks to those goals
• Communicate those goals to the people who actually have to do the work
Characteristics of Good Coach
Focused
•Effective communication is specific and
focused
•You are far more likely to get action if
that employee leaves your office focused
on resolving the issue at hand
Observant
• Being observant means more
than just keeping your eyes and
ears open
• You need to be aware of what
isn’t said as well as what is. If
you are paying attention, you
won’t have to wait for somebody
to tell you about a problem
Characteristics of Good Coach
Boss vs. Coach
Boss
• Talks a lot
• Tells
• Presume
• Seeks control
• Orders
• Works on
• Assign blame
• Keeps distant
• Listens a lot
• Asks
• Explores
• Seeks commitment
• Challenges
• Work with
• Takes responsibility
• Makes contact
Coach
When to use Coaching and Mentoring in the workplace?
• Work-life balance
• Career Development
• Performance Problems
• Relationship Issues
• Project Management
• Support Training Programmes
• Personal Development
• Recent Promotion
• Transition
Elements of Good Coaching Session
Establish a
purpose
• Having a clear purpose at the
beginning of coaching session will
enable you to conduct focused
and productive discussion
Establish
ground
rules
• As with any meeting, you and the
employee need to have a common
understanding of certain factors
• The most important are time and
roles
Elements of Good Coaching Session
Keep
focused
A few guidelines to keep focused :
• Avoid making “noise” – anything that distracts
from the atmosphere
• Don’t look at your desktop or PDA
• Don’t touch your papers
• Don’t answer the telephone
Develop
dialogue
• A Don’t launch into a monolog
• If you’re coaching effectively, your
employee should probably do most
of the talking
Elements of Good Coaching Session
Speak clearly
• These tips will help you communicate more effectively:
• Use the simplest, most common terms
• Avoid the jargon
• Be specific
• Use the known to explain the unknown
Discuss one
specific issue
• Define the issue and limit the discussion
to something manageable
• You’ll get other chances to discuss other
concerns – but only if you resolve this
specific concern right now
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 :
How does it work?
• Regular discussions
• A willing coachee
• Useful tools
• Listening Skills
• Good questions
• Homework
• Reporting mechanism
What are the Benefits of Coaching and Mentoring?
• Increased Capability
• Self-solutions
• Personal Responsibility
• Better Decision-making
• Increased Motivation
• Greater Confidence
• Empowered People
What’s the key to creating a Coaching and Mentoring environment?
• Who has implemented coaching in the workplace?
• What were the hurdles and how did you overcome them?
• What are the benefits and how have you measured them?
A primary task in taking a company from
good to great is to create a culture wherein
people have a tremendous opportunity
to be heard and, ultimately,
for the truth to
be heard
Lourdes González Director of Human Resources Gowan Company 370 S. Main St – Yuma, AZ 85364 Tel.: 928-819-1557 [email protected]
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