How do I give Effective Coaching?
Assess my Effectiveness as a Coach
What is Coaching?
Coaching is a process used to encourage employees to accept responsibility for their performance, enable them to achieve and sustain superior performance, and to treat them as partners in working towards organisational goals. Coaching is the informal, day-to-day ongoing instructing of employees.
This is done by undertaking two distinct activities: coaching analysis (i.e. analysing performance), and coaching discussions (i.e. face-to-face communication).
In coaching, the role of the supervisor is not limited to corrective or remedial coaching for performance deficits. Coaches challenge, stimulate and guide employees to keep growing.
Coaching is the process of inspiring, guiding, encouraging, motivating, and instructing an employee so that they can achieve to their fullest potential. Coaching helps the employee to grow professionally and personally in order to achieve their ultimate goal. It revolves around a collaborative relationship between a staff member and the coach. The coach becomes the employee’s personal resource and advocate.
During the coaching process, a coach asks questions and acts as a mirror, an advocate, and a compassionate critic to reveal and challenge habitual ways of being and thinking
What are the Benefits of Coaching?
Companies that have brought in a coaching culture report significant benefits that include:
- A focus on solutions not problems
- Motivated people that are inspired to achieve their best
- Open communication channels
- Reduced conflict between staff
- Reduced staff turnover
- Increased productivity
- Improved staff morale - greater happiness and satisfaction at work
How do I Coach?
Step 1. Build Rapport
Rapport is the level of mutual trust that exists between the coach and coached. Taking the time to establish rapport will make the coaching more successful - the more rapport built between the two parties the better the outcomes. Less rapport will make your coaching less effective. What this means is that more time spent by the coach up front will lead to less effort later to produce results.
Build rapport and identify any barriers to performance e.g. the learner's fear of change or of appearing incompetent..
Step 2. Clarify expectations
Talk about the oragnisation's expectations and what the learner wants to achieve.
Step 3. Analyse existing knowledge or skills
Find out what the learner already knows or how they perceive their skills and knowledge. Acknowledge and reinforce their existing skills and knowledge. Proceed from the familiar to the unfamiliar.
Step 4. Model desired behaviour.
Demonstrate how to do it. Explain to the learner exactly what is being done during a demonstration, moving from the simple to the complex. Allow the learner the opportunity to ask questions. Explain the relationship between what the learner is doing and the overall operation.
Step 5. Create a positive atmosphere.
Give positive reinforcement to the learner. Be patient with the learner.
Step 6. Have the learner undertake the task.Let the learner participate. Active participation is essential for instilling long-term learning.
Step 7. Follow up
Evaluate learning. Check up on the learner's progress to demonstrate your availability to answer questions and to discover any new problems.
What Skills do I Need?
There are 7 critical coaching skills:
- Building Rapport
- Clarifying Expectations
- Observing and Analysing
- Questioning and Listening
- Providing Feedback
- Facilitating Learning
- Focussing on Solutions
Get in Touch with Jump
If you need help, or you answered no or unsure to any of the questions in the assessment tool, then Jump Business Solutions can help you. Phone us on +64 6 754 8987 or +64 27 450 5271 or email email@example.com and Jump will come to you, discover your needs, and develop a solution that will create real, long-term and positive change for you and your business.
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