Coaching to improve skills and performance
Wikipedia defines coaching as a form of development in which a person called a coach supports a learner in achieving a specific personal or professional goal by providing training, advice and guidance. This is not bad at all!
It is true that, all too often, managers find it difficult to influence employee development. Sometimes it is because they don’t know how to deliver feedback or they don’t know when to step in to give that feedback. From time to time, they don’t like delivering negative feedback or even lack the tools necessary to achieve success.
However, providing feedback to develop employees is the job of every manager with direct reports. A less than optimal coaching approach could hinder, or worse undermine, the goals of any organization. Successful management requires good communication. Employees must perceive manager guidance as useful and meaningful; therefore, it is important that managers can
confidently deliver feedback that motivates and inspires.
Here are some advice so that you can well establish, in your organization, a coaching structure which will lead the teams to better perform - it is for any team, no matter what your definition of performance is.
To be effective, look for a course that focuses on the ability of the leader to coach their employees effectively. Coaching consists of an ongoing cycle of planning, feedback, reviewing, developing and rewarding. Without all five of these elements, managers will not be able to build and sustain a high-performance team.
The program should be structured in such a way that it develops confident managers that can provide timely and effective feedback for employee development.
Ultimately, here is what you want the coaching structure to do:
• Drive performance
- Each level in a company has objectives. When set, how do you know if those who are involved in reaching those objectives know what to do to achieve them? And, if they do, are they working in sync with the vision or the mission?
• Provide clarity and direction on responsibilities
- Having the responsibility of a group and its achievements does not grant automatically that one has the knowledge to fulfill them. Coaching will provide sufficient support in assuring good results.
• Increase motivation
- Gaining confidence will always motivate people. Knowing how to do something that you've tried a few times before and that was not quite successful is very gratifying and motivating. Receiving tip from a mentor definitely brings someone to the next level.
• Build trust and solidify impressions that management is consistent and fair.
- Consistent and fair, yes, but also concerned and caring about the individual.
So, when you are looking for a good coaching program, make sure that, once done, your team is able to:
• Define coaching and explain how it contributes to improvements in employee performance, and see to have good measurements.
• Identify the tools and resources used to assist managers in coaching their employees.
- Remember, managers need support as well!
• Demonstrate how to use a coaching process to conduct conversations that give employees effective feedback.
• Create action plans with employees to improve performance of specific skills and/or activities.
In conclusion, coaching is a form of development where learners can achieve specific personal or professional goals but also reach company goals. Guidance, support and training will always motivate the troops as it gives them all a sense of accomplishment.
Presented by Francis Prézeau
Owner/President of Signature Canada
f.prezeau@signaturecanada.ca
Phone: 514-923-8155
It is true that, all too often, managers find it difficult to influence employee development. Sometimes it is because they don’t know how to deliver feedback or they don’t know when to step in to give that feedback. From time to time, they don’t like delivering negative feedback or even lack the tools necessary to achieve success.
However, providing feedback to develop employees is the job of every manager with direct reports. A less than optimal coaching approach could hinder, or worse undermine, the goals of any organization. Successful management requires good communication. Employees must perceive manager guidance as useful and meaningful; therefore, it is important that managers can
confidently deliver feedback that motivates and inspires.
Here are some advice so that you can well establish, in your organization, a coaching structure which will lead the teams to better perform - it is for any team, no matter what your definition of performance is.
To be effective, look for a course that focuses on the ability of the leader to coach their employees effectively. Coaching consists of an ongoing cycle of planning, feedback, reviewing, developing and rewarding. Without all five of these elements, managers will not be able to build and sustain a high-performance team.
The program should be structured in such a way that it develops confident managers that can provide timely and effective feedback for employee development.
Ultimately, here is what you want the coaching structure to do:
• Drive performance
- Each level in a company has objectives. When set, how do you know if those who are involved in reaching those objectives know what to do to achieve them? And, if they do, are they working in sync with the vision or the mission?
• Provide clarity and direction on responsibilities
- Having the responsibility of a group and its achievements does not grant automatically that one has the knowledge to fulfill them. Coaching will provide sufficient support in assuring good results.
• Increase motivation
- Gaining confidence will always motivate people. Knowing how to do something that you've tried a few times before and that was not quite successful is very gratifying and motivating. Receiving tip from a mentor definitely brings someone to the next level.
• Build trust and solidify impressions that management is consistent and fair.
- Consistent and fair, yes, but also concerned and caring about the individual.
So, when you are looking for a good coaching program, make sure that, once done, your team is able to:
• Define coaching and explain how it contributes to improvements in employee performance, and see to have good measurements.
• Identify the tools and resources used to assist managers in coaching their employees.
- Remember, managers need support as well!
• Demonstrate how to use a coaching process to conduct conversations that give employees effective feedback.
• Create action plans with employees to improve performance of specific skills and/or activities.
In conclusion, coaching is a form of development where learners can achieve specific personal or professional goals but also reach company goals. Guidance, support and training will always motivate the troops as it gives them all a sense of accomplishment.
Presented by Francis Prézeau
Owner/President of Signature Canada
f.prezeau@signaturecanada.ca
Phone: 514-923-8155
Francis Prézeau
Signature Canada is a leader in training employees to deliver legendary customer service while increasing sales. Since 1986, Signature’s unique training methodology has provided a measurable ROI for our customers, compelling them to return year after year. www.signaturecanada.ca