Gosse717pu
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 Wysłany: Pon 11:42, 23 Maj 2011 Temat postu: jordan retro 7 Staff Development Coaching Your Emp |
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The Boss-Coach[/b] = Both Mandates the goals and acts as change agent to help people develop the ability to accomplish these goals (internal to organization)
The Coach[/b] = Change Agent-Helps people increase their skills to achieve the results (typically external to organization).
Step I-Contracting:[/b]
Partner with the coachee, familiarize yourself with her challenges, test coachee’s ability to own her part of the issue and start giving immediate feedback. Establish a contract that outlines specific content, duration of coaching, sequence of meetings, goals, and how they will be measured. Specify expectations of both parties i.e. reporting hierarchies.
Common Pitfalls of the Boss-Coach:[/b]
Beware some of the common pitfalls of the dual Boss-Coach role such as:
Steps to Coaching Employees for Success:[/b]
Once an employee commits to coaching the boss-coach engages in the following steps:
1. Contracting.
2. Action Planning
3. Live-Action Coaching
4. Debriefing-Evaluation of coaching process
Step III- Coaching Sessions:[/b]
Meet with the coachee on a regular b
Step II-Action Planning:[/b]
During this phase move the coachee to specifics. Help her identify her side of the pattern and steps that she needs to take to improve her performance. Once a contract has been established plan specifically how it will be executed. With the employee, create specific action items with due dates.
The Boss[/b] = Sponsor-Mandates goals and holds others accountable for results (internal to organization)
Task 1:[/b] Name performance expectations and ensure employee commitment to them. Clear expectations should be behaviorally specific i.e. what, by whom, when.
“A 2004 survey by Right Management Consultants [found], 86 percent of companies said they used coaching to sharpen the skills of individuals who have been identified as future organizational leaders.” (P. Michelman, Harvard Management Update, 2004)
How Do Managers Start Coaching?[/b]
Due to the success of executive coaching, many managers are now coaching employees for Performance Improvement (PI). Coaching can also be a very effective tool for motivation, participation, and leadership development. So, how can you use coaching for PI, staff development, and ultimate organizational success?
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Executive and management coaching has increased in popularity in the business world, with many prestigious companies implementing coaching programs for their executives, managers, and employees. Since high performance is essential to the maintenance of a successful career, companies who want to maximize the investment they make in people are choosing to engage in performance coaching.
Is Coaching the New Management?[/b]
World-class athletes, public performers, indeed winners in nearly every profession, know that without the right coach, they won't perform at their peak.
Two Important Tasks When Coaching:[/b]
According to Mary Beth O’Neil, author of Executive Coaching With Backbone and Heart, there are separate and sequential tasks a boss-coach needs to accomplish with any employee:
・ Not making expectations clear
・ Pretending not to have expectations
・ Soft pedaling bottom line expectations
・ Thinking that coaching is a substitute for performance management
・ Thinking coaching is being directive or telling employees what to do
Know Your Role:[/b]
When engaging in coaching employees it is important to understand and clarify your role. Although there are many similarities, a boss [link widoczny dla zalogowanych], a coach, and a boss coaching employees have different roles:
Task 2:[/b] Coach and develop employees to accomplish expectations. Once you have clarified expectations offer coaching as a way to accomplish these expectations. Offering coaching as an option puts the employee’s motivation where it belongs, with her.
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