Effective Coaching Strategies for Management
Dec 31, 2015
• Be able to apply Rapid Updates to improve and praise
performance
• Recognize the difference between coaching,
punishment, and discipline
• Understand coaching and when it should be used
Objectives
Agenda• Definition of development and coaching
• Team Members and performance
• Rapid updates
• Improvement feedback
• Praise
Knowledge, Skills and Abilities
Management
Career Goals
Team Member Development This is a joint, on-going process between a Team
Member and management to upgrade knowledge, skills, and abilities
To be successful, it will require a balance between an individual's career goals, and the needs of our company
Our Company
The deliberate infliction of harm upon somebody, or the withdrawal of something positive, by an authority, in response to having committed some offence
Purpose: ◦reformation: the harm inflicted
teaches the individual to behave better in the future
◦deterrence: knowledge of the penalties deters potential offenders
Punishment:
Training to obey rules or accept authority, or to punish in order to gain control or enforce obedience.
Discipline:
Practice of inspiring, energizing, and facilitating the performance, learning and development of an individual or team
Coaching:
Coaching is utilizing improvement feedback and praise to develop a Team Member
It is letting a Team Member know what they do matters to you
Any interaction is a potential coaching opportunity
Being a Coach
We Are All Coaches! What is the outcome of coaching a Team
Member rather than disciplining or punishing them?
How often do you discipline or punish a Team Member rather than coach them?
Record the specifics of your approach and how it was received
LEVEL 20% 50% 30%
DESC.
FEED BACK
Coaching
Improvement Feedback
Praise
How would you describe the performance of each segment of Team Members? Record your answers here.
Peak Performance
Top Team Member Motivators• Team Members
• Value Team Members as people
• Give .
• Support growth and development
• Create a and environment
• Offer frequent opportunities
• Recognize and reward performance
Involve
direction
fun enjoyable
communication
How do you reward good performance in your Team Members?
Rewards
Record the specifics in your packet
Do your rewards meet the motivation ofthe Team Member? Why or why not?
• Communicates performance MUST change
Also….
• Communicates support to the Team Member
Improvement Feedback
Think of a past interaction with a direct report where you communicated their performance needed to improve
Improvement Feedback
Record the specifics of your approach and how it was received
Critique the video clips of coaches giving improvement feedback
What was effective?
How did the manager show support?
What was ineffective? What would you change?
Improvement Feedback
Improvement FeedbackTips for effective improvement feedback
• Give feedback as soon as possible after observing
• Give in private
• Be tough on performance, not the person
• Be specific, clearly define needed changes and desired outcomes
• Emphasize the impact on the casino, the department, or team
• Get agreement that a gap in performance exists
• Resist the temptation to get defensive
• Communicate to them that you want them to succeed
• Reinforces positive behaviors
• Creates an environment where team members are more receptive to improvement feedback
Improvement Feedback
No or little praise
The Gallup
Organization
Praise
Tips for effective praise
• When you see it, say it!
• Specific
• Sincere and meaningful
• Keep praise about praise
• Individualized
Praise
Your guess: ___ to 1
Actual: ___ to 1
What is the optimal praise to improvement feedback ratio in
organizations?
The Gallup
Organization
Improvement Feedback
Praise
?
3
TEAM MEMBER PERFORMANCE
The Balancing Act
A short interaction that lets your Team Members know that what they do matters to you. It is an opportunity to provide improvement feedback and praise.
Rapid Updates
Read through the following scenarios and describe how you might give feedback in a rapid update
Moving Forward
What steps do you need to take to become a coach?
How will you use Rapid Updates to improve Team Member performance?
From today’s topics, what is one thing you can immediately apply back in your workplace?