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performance coaching & performance coaching & counselingcounseling

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Barry is new at quality control. He completed three weeks of training, but he has already made two major errors that cost the firm $3000. He's obviously upset and discouraged over his shaky start. If you were Barry's supervisor, what would you do?

coaching

coachingcoaching Coaching assists employees in getting from where

they are now,  to where they want to be with their performance. 

coaching - positive, solutions and future focused, and uses strategies from performance enhancing areas such as sports and performance psychology.

Coaching is for anyone who wants to be performing at a higher level than they currently are. It is about enhancing and maximizing performance.

Coaching is about performing at your best through the individual and private assistance of someone who will challenge, stimulate and guide you to keep growing.

How does it work?How does it work?

The 5 Stage Coaching Process

Identifying Specific Goals and Objectives – what do you want to achieve?

Assessing Current Performance Levels  - how are you performing right now?

Performance Improvement Plan – identifying areas where performance can be improved.

Personal Action Plan – developing specific action steps to take.

Execute and Evaluate – ongoing action, evaluation of progress, coaching, and re-setting of goals as they are achieved.

benefits of coachingbenefits of coaching Avoid making mistakes in both your business

and personal life.

Accomplish more, in less time.

Minimize problems and enable you to tackle those that remain.

Achieve lasting happiness with a better life .

Climb the ladder in your career or personal development.

Helps to become more effective and influential.

Helps to be more attractive to others.

Rapidly enhanced development of managers and leaders, decreasing the necessary development time between promotions.

Cont….Cont…. Learned leadership behaviors that result in higher

levels of job satisfaction.

Increased employee motivation and productivity.

Decreased attrition and greater retention of managerial and executive talent.

Improved ability to appropriately delegate and accomplish more through others.

Increased ability to coach and develop direct reports.

Improved communication and interpersonal relationships.

Improved morale and motivation among employees.

Significantly lowered expenses for severance recruitment and hiring.

Use of coaching:Use of coaching:

Support newly promoted executives

Fast track high-potential executives to the top

Accelerate the personal development of key executives and board members

Support individuals and teams during organizational change programmes

Reward and retain key staff

Coaching skillsCoaching skills Accountability Acknowledgement Challenging Listening for

context Preparing for

change Creative language Discovery question Informing Telling the truth Transformation

Seven step coaching modelSeven step coaching model

Assess the current situation Assess the current situation

Key coaching behaviors

Makes informed use of assessment instruments (without relying solely on those instruments) to gain an understanding of the client's situation

Expresses sincere interest in the client's life stories

Takes time to understand the situation from the client's perspective

Listens deeply so that the client is fully engaged and feels genuinely understood and valued

Creates a sense of connection and comfort, fostering a climate of openness and trust

Observes and registers all verbal and non-verbal communication

Creative brain stormingCreative brain storming

Key coaching behaviors 

Utilizes a variety of tools and techniques to interrupt the client's habitual patterns, thus breaking the "stuck state"

Surprises clients with creative, unexpected questions

Brainstorms a variety of alternatives to the current situation, probing beyond initial responses to unearth a broad spectrum of options

Hone goalsHone goals

Key coaching behaviors

Encourages precise definition of goals (in positive terms)

Takes time to develop SMART goals

Works with the client to develop goal(s) with high personal meaning and relevance

Ensures that the goals are, in fact, the client's

Develops a specific set of measurements with the client to provide clear evidence of goal achievement

Initiate option generationInitiate option generationKey coaching behaviors

Exhibits confidence in the process and works with the client to develop alternative pathways to the desired goal

Uses a broad spectrum of techniques and questioning styles to stimulate the client to generate options

Provides space and time for the client to think creatively

Ensures that the client  "owns" the options generated

Evaluate optionEvaluate optionKey coaching behavior

Encourages the client to develop personally meaningful criteria for the evaluation of options, since these criteria form the basis for option selection

Probes the client to develop a comprehensive evaluation of each option

Ensures that the key options and their evaluation are fixed in writing for future reference

Valid action plan designValid action plan design

Key coaching behavior

Creates a detailed action plan with the client

Works with the client to check the feasibility and achievability of the plan

Fixes the action plan in writing

Ensures the client's commitment to the action plan

Encourage momentumEncourage momentum

Key coaching behavior

Demonstrates continuing interest in the development of the client

Organizes regular "check-in/keep-on-track/follow-up" coaching sessions

Takes measures throughout the coaching program to avoid dependency, and knows when to end the partnership

Coaching core Coaching core competenciescompetencies

A. SETTING THE FOUNDATION

1. Meeting ethical guidelines and professional standards

2. Establishing the coaching agreement

B. CO-CREATING THE RELATIONSHIP

3. Establishing trust and intimacy with the client

4. Coaching presence

Cont….Cont….C. COMMUNICATING EFFECTIVELY

5. Active listening

6. Powerful questioning

7. Direct communication

D. FACILITATING LEARNING AND RESULTS

8. Creating awareness

9. Designing actions

10. Planning and goal setting

11. Managing progress and accountability

COUNSELLING…….COUNSELLING…….

Human NeedHuman Need

Many people go for career as counselor.

Knowing the nature of the societal needs.

Understanding the nature of responsibilities and responses.

What do counselors do?What do counselors do? Individual Assessment

Individual Counseling

Group counseling & Guidance

Career Assessment

Placement & Follow – up

Cont…Cont…

Consultation

Referral

Research

Evaluation & Accountability

Prevention

Types of counselingTypes of counseling

Employment counseling

Correctional counseling

Rehabilitation counseling

Marriage & Family counseling

Pastoral counseling

Guidance Counselor ModelGuidance Counselor Model

Employees

M.D.

GuidanceCounselors

Customers

OtherManagement

Counseling CompetenciesCounseling Competencies Counseling Skills

Individual & group assessment skills

Group counseling

Development & use of Employment – Related Information

Computer related skills

Employment Plan Development, Implementation & Case Management

Cont….Cont…. Placement Skills

Community relationship skills

Workload management & Intra – Office relationship skills

Professional development skills

Ethical & legal issues

ImportanceImportance

Increasing standards for counselor preparation

Increasing attention to specialty fields

Increased use of technology

Increasing focus on empirical results

Updating the profession’s traditional theories

Cont…..Cont….. Renewing attention as well as expanding

career counseling parameters

Increased attention to public communication and political activity

Increased attention to program relevancy

Increased multicultural sensitivity & activity

Increased globalization of the profession

Difference between coaching and Difference between coaching and counselingcounselingCounseling Coaching Broader focus and greater depth

Narrow focus

Goal is to help people understand the root causes of long-standing performance problems/issues at work

The goal is to improve an individual’s performance at work

A short term intervention, but can last for longer time periods due to the breadth of issues to be addressed

Tends for be a short term intervention

Counseling can be used to address psycho-social as well as performance issues

Coaching does not seek to resolve any underlying psychological problems. It assumes a person does not require a psycho-social intervention

The agenda is generally agreed by the individuals and the counselor

The agenda is typically set by the individual, but in agreement/ consultation with the organization

Other stakeholders are rarely involved

Other stakeholders are involved

Difference between coaching and Difference between coaching and mentoringmentoringMentoring coaching

Ongoing relationship that can last for a long period of time

Relationship generally has a short duration

Can be more informal and meetings can take place as and when the mentee needs some advice, guidance or support

Generally more structured in nature and meetings are scheduled on a regular basis

More long-term and takes a broader view of the person

Short-term (sometimes time-bounded) and focused on specific development areas/issues

Mentor is usually more experienced and qualified than the ‘mentee’.

Coaching is generally not performed on the basis that the coach needs

Focus is on career and personal development

Focus is generally on development/ issues at work

Agenda is set by the mentee

The agenda is focused on achieving specific, immediate goals

Mentoring resolves more around developing the mentee professional

Coaching revolves more around specific development areas/issues

conclusionconclusion After undergoing this

theoretical part of coaching and counselling, Barry’s supervisor decided to send him for both coaching and counselling.

It will help Barry to develop its performance in short term as well as in long term also.