The Impact of CoachingThe Impact of Coaching

The Value of Coaching

Coaching provides for direct on-the-job learning

employees who are coached to performance rather than managed to

performance are more committed

Coaching improves focus and motivation

A personal process that motivates a employee to accelerate their developmentand maximize their potential

Coaching Is…

Coaching

TELLING GUIDINGTELLING GUIDING

Solving for the root cause versus

the presenting problem

Coaching

“Peeling the Onion”

Primary Goal of Coaching is to….

…help the person

Creating the Coaching Environment

Intention

Relationship Words

TRUST

A Manager’s Options

Managing

Teaching

Mentoring

Coaching

Looking for Coachable Moments

Coachable Moment

“a moment in time when the individual is open to taking in new information that will

effect a change in their knowledge and behavior”

Looking for Coachable Moments

Is it the situation

or

the person?

Coaching Impact

Job Skills Time/Work Management

Knowledge Attitude Behavior Character

Difficult

Easy

Creating Personal Change

Dimensions of

Coaching

Dimensions of Coaching

Directive Coaching• Giving Advice• Telling• Teaching

Non-Directive Coaching• Asking Questions• Guiding• Development

How to Coach

66% of the people

surveyed prefer Non-

Directive Coaching*

*Survey completed by Workplace Publishing

Directive CoachingWe are all most familiar with directive coaching in

which the Manager as Coach directs the employee by giving advice, instruction, or feedback: by telling

the employee what to do; or by teaching the employee how to do something.

Non-Directive Coaching

You may have also used the non-directive method of coaching

• Explore the employee’s perceptions of how the call went • How does she view her current situation?• What feedback has she gotten? • What does she view as her problems and opportunities?

• Ask the employee how serious she thinks the problems are. • What will happen if she does nothing? • What issues will remain?

How to CoachDirective

�When you have little time.�When there is one right way

to do something.�When you have a lot more

knowledge and experience than the employee.

�When the outcomes are regulated by law.

�When the employee is unaware of the need.

Non-Directive�When the employee is already

highly skilled�When you are coaching peers

or people who already have a moderate-to-high level of knowledge and skill.

�When the employee is (or wants to be) self-reliant.

�When you goal is to help employee learn to help themselves.

�When the employee’s commitment to the solution is critical.

 

Summary

1. Determine the appropriate form of coaching – Directive or Non-Directive

2. Create the coaching environment – build trust

3. Look for coachable moments – when the employee is open to learn