1. The Impact of Coaching

2. 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

3. A personal process
that motivates a employee to
accelerate their development
and maximize their potential
Coaching Is…

4. Coaching
TELLING GUIDING

5. Solving for the root cause
versus
the presenting problem
Coaching
“Peeling the Onion”

6. Primary Goal of Coaching is to….
…help the person

7. Creating the Coaching Environment
Intention
Relationship Words
TRUST

8. A Manager’s Options
Managing
Teaching
Mentoring
Coaching

9. 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”

10. Looking for Coachable Moments
Is it the situation
or
the person?

11. Coaching Impact
Job Skills Time/Work
Management
Knowledge Attitude Behavior Character
Difficult
Easy
Creating
Personal
Change

12. Dimensions
of
Coaching

13. 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

14. Directive Coaching
We 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.

15. 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?

16. How to Coach
Directive
̶ 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.

17. 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