Slideshare#2

Coaching Your Employees to Success

Article Overview

➔ Using Coaching approach to develop employees to reach full potential

➔ Most employer meet with workers once a year. What about other 364 days?

➔ Coaching approach allows your staff opportunity to grow with consistent feedback, counseling, and mentoring

➔ Done incorrectly can make employees feel berated, unappreciated, and even punished

Article Overview (cont.)➔ Seven Steps to follow..

◆ Build a relationship of mutual trust

◆ Open the meeting

◆ Get agreement

◆ Explore alternatives

◆ Get a commitment to act

◆ Handle excuses

◆ Provide feedback

7 Steps

1.Building a relationship of mutual trust: The foundation of any coaching relationship is rooted in the manager's day-to-day relationship with the employee. Without some degree of trust coaching approach is ineffective

2.Opening the meeting: it's important for the manager to clarify, in a non evaluative, non accusatory way, the specific reason the meeting was arranged. :

3.Get Agreement: critical step in the coaching process is getting the employees to agree verbally that an issue exists.

4. Explore alternatives: explore ways the issue can be improved or corrected by encouraging the employees to identify alternative solutions. Consider and to discuss each alternative advantages and disadvantages.

7 Steps (cont.)

5. Get a commitment to act: get a verbal commitment from the employee regarding what action will be taken and when it will be taken. Be sure to support the employee's choice and offer praise.

6. Handle excuses: To handle excuses, rephrase the point by taking a comment or statement that was perceived by the employee to be blaming or accusatory and recast it as an encouragement for the employee to examine his or her behavior.

7. Provide feedback: understand the value and importance of giving continual performance feedback, both positive and corrective.Positive feedback strengthens performance. People will naturally go the extra mile when they feel recognized and appreciated.

SystemSystem is a collection of parts (or subsystems) integrated to accomplish an overall goal

Systems have input, processes, outputs and outcomes, with ongoing feedback among these various parts.

Systems are made up of components

Coaching your employees is somewhat a system

Systems componentsHierarchical Ordering- Systems parts are arranged in complex ways

that involve subsystems and supersystems

Systems components (cont.)Interdependence- The function of one component of a system relies

on other components of the system

Systems components (cont.)Permeability- System components have permeable boundaries that

allow information and materials to flow in and out.

Coaching and Socialization

Socializationa continuing process whereby an individual acquires a personal identity and learns the norms, values, behavior, and social skills appropriate to his or her position

COACHING CAN MAKE THE PROCESS EASIER!!!

Socialization process stagesAnticipatory socialization

Encounter

Metamorphosis

Anticipatory Socialization Process in which non-group-members learn to take on the values and standards of groups that they aspire to join, so as to ease their entry into the group and help them interact competently once they have been accepted by it.

EncounterSense making stage that occurs when a new employee enters the organization. The newcomer must let go of old roles and values in adapting to the expectation of the new organization.

MetamorphosisThe state reached at the “completion” of the socialization process. The new employee is accepted as an organizational insider.

Role Development through coachingAccomplishing work through roles

Role is built through interaction

Supervisor is critical in role development (supervisor could use seven steps from article to coach members into their roles)

Feedback from ExitExit interviews

Use negative feedback as a learn tool

Coaching Employee Video

Q&A Socialization Process

http://www.entrepreneur.com/article/220133

https://www.youtube.com/watch?v=BctpG14Ca9M

https://www.youtube.com/watch?v=J41YdcVJ5dI

References