RESETTING PERFORMANCE MANAGEMENT – MANAGER AS COACH Manager Briefing & Discussion Sessions Winter...
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Transcript of RESETTING PERFORMANCE MANAGEMENT – MANAGER AS COACH Manager Briefing & Discussion Sessions Winter...
![Page 1: RESETTING PERFORMANCE MANAGEMENT – MANAGER AS COACH Manager Briefing & Discussion Sessions Winter 2013.](https://reader036.fdocuments.in/reader036/viewer/2022082817/56649da65503460f94a91f2a/html5/thumbnails/1.jpg)
RESETTING PERFORMANCE MANAGEMENT – MANAGER AS COACH
Manager Briefing & Discussion Sessions
Winter 2013
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Today’s Agenda
The Performance Cycle
Goals of Today’s Program
Group Discussion – Your Most Memorable Coach
What is Coaching?
Coaching Techniques
Group Discussion – Practice Coaching Sessions
Q&A
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The Performance Cycle
End of Year Evaluation• Summarize critical goals and
achievements• Establish overall rating based
on performance throughout the year
Expectation Setting• Clarify job requirements• Establish annual goals• Link goals to larger
departmental or college goalsI.
Performance Planning/ Expectation Setting
III.End of Year Evaluation
II.Ongoing
Review and Feedback
Staff Development• Discuss goals and associated
learning needs • Plan professional
development
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High Level Timeline for this Year
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Review Goals & Self-Assessments
Write & Deliver Performance
Reviews by April 1st
Merit Increases are
due by
May 6th
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Goals of Today’s Coaching Program
1) Understand why coaching is so critical to performance, both
team & individual
2) Learn more about the key skills and attributes of a good coach
3) Share several tools and techniques for effective coaching
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The Performance Cycle – Put Coaching in Perspective
End of Year Evaluation• Summarize critical goals and
achievements• Establish overall rating based
on performance throughout the year
Expectation Setting• Clarify job requirements• Establish annual goals• Link goals to larger
departmental or college goals
Coaching and FeedbackConfirm and review
areas of focusProvide coaching
Offer constructive feedback
I.Performance Planning/
Expectation Setting
III.End of Year Evaluation
II.Ongoing
Review and Feedback
Staff Development• Discuss goals and associated
learning needs • Plan professional
development
![Page 7: RESETTING PERFORMANCE MANAGEMENT – MANAGER AS COACH Manager Briefing & Discussion Sessions Winter 2013.](https://reader036.fdocuments.in/reader036/viewer/2022082817/56649da65503460f94a91f2a/html5/thumbnails/7.jpg)
Group Discussion: Your Memorable Coaches
5 minutes
TIMEThink About
PurposeReflect back on coaches that you’ve had and determine what made the coaching memorable, either in a positive or a negative way.
· What did your coach do that worked for you?
· What did your coach do that they shouldn’t have?
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My Most Memorable Coach
Add your thoughts and points here …and then, discuss with your table
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What does a Good Coach do?
Listen actively
Observe
Identify opportunities for improvement
Effectively communicate opportunities to his/ her direct report
Encourage staff and recognize good performance
Coach continuously
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What is Coaching?
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A focused and interactive conversational process that
facil itates learning and raises performance at work
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Why do it?
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Creates a commitment to the individual
Encourages good performance and creativity
Creates a sense of accountability
Creates real time job satisfaction
Challenges and develops the individual’s skills and abilities
Supports the individual in areas where he/she may lack confidence
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Exercise: Practice Coaching
20 minutes
TIMEProcess
PurposeSee examples of coaching in action and engage in
discussion on strategies and success
· Watch the scenario
· Answer the Observer Questions
· Look for what went well
· Look for what went wrong
· Observe coaching techniques
·Discuss in your group
·Have someone report out
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Debrief– Scenario
Include specific examples of statements made, questions asked, approaches used
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Area/ Skill Your Observations
How did the manager start?
What was the response to the coaching?
What went well?
What else could the manager have tried?
Any suggestions or insights to share?
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Techniques
Prepare for the conversation
Make sure you have the individual’s attention
Get to the point
Always coach privately
Allow the individual to respond
Develop a plan together to move forward
Create clear expectations about what the next steps are
Don’t smother
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Wrap Up
Toolkit
– Getting Ready to Coach
– Planning the Coaching Discussion
– Conducting the Coaching Discussion
– Additional Techniques: What If …
– Employee Self-Assessment
– Manager Self-Review
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Summary Points
Coaching is a “Win-Win” Proposition– Helps you to be a better manager– Helps an individual to be a more valuable team member
You get more out of coaching than you put in, so be prepared to make the investment
Coaching never ends….it is an ongoing process that has continuous improvement as its real goal
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