coaching vs managing webinar.ss

Webinar

s

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

Try 7Geese Now!

www.7Geese.com

30-day free trial - no risk.

Q & A

THANKS FOR JOINING!

A recorded version of this Webinar will be available

on our blog at blog.7geese.com

Webinar

s