Coaching

2. BASKETBALL

4. •ALDEN
RICHARDS

6. •CLASSROOM

8. •BOOK

10. •CALENDAR

12. •MAP

15. What word comes in
your mind when you
hear the word
COACHING
COACHING

17. WHAT ISWHAT IS
COACHING?COACHING?
Coaching is training or
development in which a person
called a coach supports a learner
in achieving a specific personal or
professional goal. The learner is
sometimes called a coachee.

18. Types of
Coaching

19. • is a short, direct
high-energy
approach to
building and
sustaining change.

20. • is a scheduled session used to
cover 1-2 targeted areas. Each
one to one coaching should be
filled with activities that
complement the chosen
targeted area and challenge
the mind of the employee.

21. •is a scheduled session
for employees to
coach one another
without the
manager’s direct
supervision.

22. • is a team coaching
session that should be
designed around a one-
theme concept that all
employees can benefit
from.

23. • is a coaching activity prescribed
by a manager for the employee
to perform independently and
report back with results once
complete.

24. The 8 Key
Skills For
Effective
Coaching

25. • If as a manager you
take on the role of
coach, you need to
learn to listen with
real focus,
suspending all of
your judgements and
opinions.

26. • When coaching, you need to be using
powerful questions. These are questions
that:
• Are short, typically 7 words or less
• Are open rather than closed
• Deepen the learning of the person being
coached
• Move the person forward towards a goal
• Examples include:
• What do you want?, What’s important?,
What’s the first step?

27. • Challenging
constructively is
about not holding
back but at the
same time not
destroying the
relationship.

28. • When someone
gives a commitment
to doing something
and they know that
they will be held to
account, it drives
them forward.

29. • When coaching, you
need to be able to
help your client to
explore different
perspectives, so that
they can choose
those that are most
powerful.

30. • Acknowledging another
person is an incredibly
powerful way of keeping
them motivated.

31. • When coaching,
your intuition is a
powerful tool.
Throw it out if it
might be of benefit.
The worst that can
happen is that it is
off the mark.

32. •When you are in the
role of coach your
focus needs to be
100% on your client
and their agenda.

33. THE
BENEFITS
OF
COACHING
EMPLOYEE
S

34. •Overcome costly
and time-
consuming
performance
problems

35. • Strengthen employees’
skills so you can
delegate more tasks to
them and focus on more
important managerial
responsibilities—such as
planning

36. •Boost productivity
by helping your
employees work
smarter

37. •Develop a deep
bench of talent who
can step into your
shoes as you advance
in the company

38. • Improve retention;
employees are more
loyal and motivated
when their bosses take
time to help
them improve their
skills

39. •Make more effective
use of company
resources; coaching
costs less than formal
training

40. • When employees are coached,
they:
• Build valuable skills and
knowledge they can use to
advance in their careers
• Feel supported and encouraged
by their manager and the
company
• Experience the pride and
satisfaction that come with
surmounting new challenges

41. DO’S AND DONT’S OF
COACHING

42. DO DONT
Do direct the
structure and
process of the
meetings with your
student – focus the
conversation and
the general issues
that will be
discussed, what is
appropriate to talk
about, etc.
Do not direct the
content of the
discussions or
impose a
prearranged
agenda on the
students you meet
with.

43. DO DONT
Do ask questions
that explore ways
your student
might manage
the future related
to their
leadership goals.
Do not rescue
your student too
soon, or
consistently offer
direct and
detailed advice to
the client for each
of their goals.

44. DO DONT
Do listen and
reflect back
what your hear
and discover if
your hearing is
accurate.
Do not
dominate your
meetings with
students – they
should do the
bulk of the
talking.

45. DO DONT
Do ask your
students questions
about their
experiences that
may guide them to
better set or
understand their
leadership goals.
Do not critically
compare a
student’s
experiences with
other students you
may know, or your
own.

46. DO DONT
Do stay within your
coaching agenda (what
you want to help your
students accomplish).
Do not let your students
hold you captive in the
relationship – whether
that includes running
over allotted meeting
times, taking too much
attention from your
other activities, etc.

47. DO DONT
Do try to stay in the
present and future
tenses during your
conversations with
your students;
always look for
possibilities and
options.
Do not try to repair
the past or solve
unsolvable
problems for
students.