Coaching Skills for Effective Performance Management

Coaching Skills for Effective Performance Management

Managing people by telling them what to do, when to do it and how things should be done is becoming outdated. New management styles have stressed the need to deviate from the "command and control" method of managing due to the changing nature of the people we lead nowadays.

The belief that the manager is the only one who has all the answers and the ability to fix all the problems are perceived to be counterproductive and even oppressive. Today's workforce prefers to be inspired to perform and not ordered around. The command-and-control approach is now being replaced by a more collaborative and engaging style known as the "Coaching" approach. 

What makes this Seminar different?

This seminar was designed to develop the coaching skills of managers and supervisors within the context of effective performance management.

Coaching is not an easy task, and without clear deliverable s that would improve individuals, teams and company performance - all will be for nothing. In other words, knowing how to coach and coaching people for better performance are two very different things.

This seminar seeks to combine both perspectives to deliver the desired results.

What are this Seminar's objectives?

1. To enhance your confidence and skills in coaching your employees to perform at higher levels

2. To improve your employees' motivation, commitment and responsibility for performance through your coaching intervention

3. To help reduce ineffective performance and the unnecessary costs it brings to your business 

4. To develop a culture within your team that is committed to high performance

Who should attend?

Managers, supervisors and everyone who handle or train staff members and individuals within the organization will find this seminar enlightening and beneficial.

Module I - Assessing the Need for Coaching your Team

A. Is Coaching the right Solution to your team's Performance Issues?

  1. Knowing When to Coach and When not to Coach

  2. What Inspires people to perform

  3. Coaching Behaviors: The Good, the Bad and the Ugly

B. Assessing your Potentials for Coaching

  1. Analyzing your Leadership Style

      a. Goleman's 6 Leadership Styles

      b. How your Leadership style affects your Coaching style

  2. Analyzing your People's Attitudes and Personalities

      a. Types of Employee Personalities  

      b. Matching your Coaching style to your people's different personalities

Module II - The Coaching Process for Effective Performance Management

A. The Problem Identification and Analysis

  1. Identifying the problem

  2. Analyzing the Root Cause

      a. Skills Issues

      b. Motivational Issues

  3. Cost/Benefit Analysis for Addressing the Problem

  4. Analyzing your People's Motivation to Improve their performance

  5. Identifying your Areas of Focus

B. Communicating with the Employee

  1. Guidelines for conducting Performance review conversations

  2. Tips on Managing the Conversation

  3. Analyzing Employee Responses

C. Statement of Expectations

  1. The Impact of Change on People

  2. Expectations of the Coach

  3. Expectations of the Coachee

D. Gaining Agreement and Acceptance for the Coaching Intervention

  1. The Coaching Contract

  2. Actions to be Taken

E. Jointly Develop a Performance Improvement Plan 

  1. Knowledge, skills or competencies to be improved

  2. Personal and Organizational Payoff

  3. Performance Measurements to be used

  4. Evaluation Measures

  5. Coaching Time frame and resources required 

  6. Weekly Schedules and Expected Results

Module III - Evaluating your Coaching Initiative

A. Monitoring and Follow-up

  1. Feed-forward and feedback processes

  2. Joint Analysis of the Results

  3. Correcting or re-designing coaching activities

B. Evaluating the Results

  1. Rewarding Positive Behavior

  2. Addressing Negative Behavior

  3. Contingency Planning

Module IV - Developing a Mentoring Plan

A. Problem Identification and Analysis

B. Joint Assessment of Improvement Areas

C. Targeting Performance Gaps for Coaching Opportunities

D. Feedback and Evaluation Measures

E. Contingency Planning


Rates per slot:

[ BEST RATE ] P5, 799+VAT for payments made within the assigned due date

[ REGULAR RATE ] P6, 199+VAT for payments made beyond the assigned due date

P6, 499+VAT for on-the-day payments 




Live Virtual Training

3 Days of 4-hour sessions