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How to evolve from a culture of managing, to a culture of coaching
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Coaching vs. Managing. Do YOU know the difference?How to transition from a culture of managing to a culture of
coaching.
@7Geese #coachdontmanage
IT’S NICE TO MEET YOU.
Wendy Pat Fong
Director of Customer Success
Kelly Batke
Director of Marketing
AGENDA 1. Coaching: What is it?
2. Why does it matter?
3. How to create a coaching process
4. The six questions you must ask your employees
5. How coaching can help you evolve away from annual
performance appraisals
6. Example of real-time coaching
7. Q & A
WHAT IS COACHING?
“One person guiding another through a process, leading to performance enhancement”
“Unlocking a person’s potential to maximize their own performance”
“The art of facilitating the performance, learning and development of another”
“Coaching is about developing a person’s skills and knowledge so that their job
performance improves, hopefully leading to the achievement of organizational
objectives.”
“The difference between a leader who gains
commitment from employees and one who only
gains compliance is coaching.”
— Dr. Lios Frankel
WHAT IS COACHING?
WHY COACHING?
+ Overcome costly and time-consuming performance problems
+ Strengthen employees’ skills
+ Increase employee engagement
+ Improve retention
WHY COACHING?
Coaching is not just another fad, but rather an evolution
and shift on how we lead people.
COACHING MANAGING
Constant communication Infrequent communication
Asking employees what to do Telling employees what to do
Listening Doing all the talking
Interested in employee Interested in company or themselves
Brings up mistakes in real timeWaits for performance review to bring up mistakes
WHAT MAKES A GOODCOACHING SESSION?
PREPARE!
Share the session topic prior to the session
Don’t blind side them
Give them time to prepare
Do your homework
MAKE IT, AND KEEP IT EMPLOYEE DRIVEN!
Listen to what is said
Pay attention
Don’t control the conversation
BE COMMITTED
Make the time to make it happen
Establish a frequency
Create an action plan
Take accountability
FOCUS ON THE FUTURE
Don’t dwell on old mistakes
Ask your employees what they learnt
Apply learnings to future
Empower your employees
SET CLEAR AND SPECIFIC GOALS
Find a goal methodology that works
Make the expectations specific
Track goal progress
Make the goals challenging
SIX QUESTIONS TO ASK
1
WHERE ARE WE GOING?
SIX QUESTIONS TO ASK
SIX QUESTIONS TO ASK
2
WHERE ARE YOU GOING?
SIX QUESTIONS TO ASK
3
WHAT IS GOING WELL?
SIX QUESTIONS TO ASK
4
WHAT ARE KEY SUGGESTIONS FOR IMPROVEMENT?
SIX QUESTIONS TO ASK
5
HOW CAN I HELP?
6
WHAT SUGGESTIONS DO YOU HAVE FOR ME?
SIX QUESTIONS TO ASK
TRANSITIONING AWAY FROM ANNUAL PERFORMANCE REVIEWS
PERFORMANCE REVIEW PROBLEMS
YEARLY REVIEWS COACHING
Infrequent communication Constant communication
PERFORMANCE REVIEW PROBLEMS
YEARLY REVIEWS COACHING
One-sided Employee-driven
PERFORMANCE REVIEW PROBLEMS
YEARLY REVIEWS COACHING
Demotivating Motivating
PERFORMANCE REVIEW PROBLEMS
YEARLY REVIEWS COACHING
Time-consuming Already done
PERFORMANCE REVIEW PROBLEMS
YEARLY REVIEWS COACHING
Managers don’t know employees Constant coaching creates familiarity
PERFORMANCE REVIEW PROBLEMS
YEARLY REVIEWS COACHING
Doesn’t drive performance Helps the employee and the organization
FINAL WORDS OF ADVICE
+ Think like a coach
+ Establish a frequency of check-ins
+ Create a good atmosphere
+ Always be open for feedback
EXAMPLES
Q & A
THANKS FOR JOINING!
A recorded version of this Webinar will be available
on our blog at blog.7geese.com
Webinar
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