Developing Staff
Coaching Techniques that Truly Improve Performance

This workshop is designed for anyone who manages people or projects and who from time to time is called on to teach job content, impart people skills to subordinates or team members, or increase cross-cultural awareness and proficiency.

The course teaches a set of tools and techniques to help these managers complete these tasks effectively and to do so in the context of the daily demands of an on-going enterprise. This course features practice through role-plays.


What's Covered

1. The major reasons why people fail to perform
   
   
2. Deciding which performance deficiencies are better remedied by changes in systems, communications or rewards and which ones are best changed by a coaching intervention
   
   
3. When coaching is the best change strategy for a specific performance deficiency, creating a plan for introducing the issue and addressing it
   
   
4. Preparing for the coaching interview
   
   
5. Enlisting the person being coached as an active partner in the process
   
   
6. Sequencing teaching and discussion points to be covered in that session and using techniques for conducting the process effectively
   
   
7. Speaking to the person being coached respectfully, by using clear, direct, assertive speech when discussing the performance issue and the changes one wishes to make
   
   
8. Learning how to give feedback in an authentic and helpful way
   
   
9. Crafting a plan with the concurrence and active contribution of the person being coached, and committing the best efforts of both parties to make this process work; the plan should include success criteria and milestones
   
   
10. Monitoring the execution of the plan and adding further coaching inputs as the circumstances or the person require them
    
    
11. Stroking successful performance as it occurs
    
    
12. Bringing this process to a successful conclusion by achieving the criteria goals established in step #9 above

1. Confidently identify performance situations where coaching is likely to produce a successful outcome
   
   
2. Analyze the situation to determine the causes of the performance deficiency to produce ideas on how to correct it
   
   
3. Plan and conduct a coaching session as described above
   
   
4. Provide performance feedback to the person being coached in a way that is likely to be heard, understood and accepted by the person
   
   
5. Practice patience in helping the team member create a personal performance improvement plan that he/she can commit to
   
   
6. Monitor and reward performance progress appropriately

to top