“Coaching for Performance” 5/15/2015 Siam Cement Industry Co., Ltd.

““Coaching for Coaching for Performance”Performance”

04/18/23

Siam Cement Industry Co., Siam Cement Industry Co., Ltd.Ltd.

Performance ManagementPerformance Management

“Being good isn’t enough anymore. We must be better.”

R.E.Heckert, Chairman, E.I. duPont

“If you don’t know where you are going, you will probably

end up someplace else.”David P. Campbell

The Importance of The Importance of PerformancePerformance

Effective organizations get the right things done

Quality is importantDo it right the first timeIf it ain’t broke, make it betterDelight the customers by exceeding

their expectations

Manager’s RoleManager’s Role

Getting things done through and with other people

Hire the right person for the jobClarify expectations: set helpful

goals & standardsObserve, track, and monitor the

employee’s performance

Provide encouragement and supportive feedback to help the employee sustain good performance

Provide ongoing feedback and coaching to help the employee develop

Prepare for and conduct successful performance appraisals

Manager’s RoleManager’s Role

Respond to discipline problems directly and consistently

When necessary, conduct termination meetings professionally

Manager’s RoleManager’s Role

The Road to High The Road to High PerformancePerformancePerformance PlanningPerformance CalibrationPerformance Review & Appraisal

Performance Management Performance Management ProcessProcess

Performance Appraisal Form: The scorecard used to keep track of how well performance is being managed.

Scheduled stopsRe-read the road mapFeedbackCoachingTrack and evaluate performance

Effective Performance Effective Performance PlanningPlanningAreas of responsibilityMinimum levels of performance

(standard)Areas of accomplishment (goal)Tracking and measurementValues and competencies

(behaviors)Coaching and contracting

Performance CalibrationPerformance Calibration

State the purpose of the meeting and highlight what will be discussed

Ask the employee to discuss his/her own performance

Share your perception of the employee’s performance

Jointly review current objectivesDevelop an action plan

CommunicationCommunication

“I know you understand what you think you heard. But I am not sure

that you realize that what you heard wasn’t what I meant”

Woody Allen

Communication ProcessCommunication Process

Face-to-face communication– Content: words– Paraverbal: our way of speaking– Nonverbal: our body language

Impact of communication– 54% for body language– 39% for tone– 7% for content

Performance Performance CommunicationCommunicationInforming: presenting facts, data,

opinions or other informationInquiring: investigating and exploring

through questioning, attending, and listening

Resolving: an exchange of information to solve some common problem/concern or to resolve some difference that exists

Communication SkillsCommunication Skills

Basic Performance Communication Skills:

Climate buildersFocusing skillsFeedback skillsListening tactics

Definition of “Coaching”Definition of “Coaching”

“The process used by managers to empower individual employees to

put forth their best efforts.”

Info-Line, June 1990

Characteristics of CoachCharacteristics of Coach

TeachersLearnersCommunicatorsRole Models

ResponsibleHonestDetailedSupportiveForgiving

Benefits of CoachingBenefits of Coaching

C: complete quality work, creativity from employees

O: operate as individual or as a tem member

A: accountable for work, accept new challenges

C: competency levels higher, cooperative, collaborative

H: hear, help

Effective ListeningEffective Listening

Attention– Posture, facial expressions, eyes,

soundsUnderstanding

– Paraphrasing, reflecting, questions, acknowledging emotion

FeedbackFeedback

Feedback is the breakfast of champions (Ken Blanchard & Spencer Johnson, 1982)

Effective coaches provide regular feedback to the people with whom they work: both positive and corrective feedback

80/20 Rule of Feedback

Positive FeedbackPositive Feedback

Recognition and appreciation strengthen performance

No news is good newsKey: Behavior: what is valuableEffect: why is important and howThank you: give appreciation

Corrective FeedbackCorrective Feedback

Eliminate the behavior, but keep the employee to perform better

Key:Behavior: what is unacceptableEffect: why and how it hurtsExpectation: what to changeResult: the consequences of

behavior

Coaching ModelCoaching Model

Get agreement that a problem exists

Decide on a solutionFollow-upGive recognition when the problem

is solved

Successful CoachesSuccessful Coaches

Develop the playerWin the game

Writing Performance Writing Performance AppraisalAppraisalStep 1: Collect the right information

– Job description– Standards– Goals/objectives– Expectations

Step 2: Consider the employee’s level of performance– No surprise– Cover the entire performance period– Describe patterns of behavior– Record high-impact behaviors

• Quantifiable/objective data• Illustrations/examples

Writing Performance Writing Performance AppraisalAppraisal

Step 3: Write a draft– Move from the general to the specific– Highlight the best evidence– Use the rules of good feedback– Provide enough detail to allow the

document to speak for itself

Writing Performance Writing Performance AppraisalAppraisal

Performance Appraisal Performance Appraisal DataData

From Fortune 100 Companies (list by order of importance:

Improving work performanceAdministering merit payAdvising employees of work

expectationsCounselingMaking promotion decisions

Motivating employeesAssessing employee potentialIdentifying training needsBetter working relationshipsHelping employees set career goalsAssigning work more efficientlyMaking transfer decisions

Performance Appraisal Data Performance Appraisal Data (Cont’)(Cont’)

Making decisions about layoffs and terminations

Assisting in long-range planningValidating hiring decisionsJustifying other managerial actions

Performance Appraisal Data Performance Appraisal Data (Cont’)(Cont’)

Coaching and Coaching and PerformancePerformance

“You cannot teach people anything.You can only help them to discover it

within themselves.”

Galileo