Manage People Performance
Respond to these questions with your feelings and thoughts about coaching. What was your initial reaction to the coaching exercise?
When used effectively,coaching can help to increase the employee’s levels of motivation and commitment, and so shape performance and increase the likelihood that the employee’s result will meet expectations.
What was your overall assessment of your performance as a coach? Give reasons for this assessment.
Coaching people’s work performance, involves coaching in regards to
Task goals- includes bottom line targets that are measured by KPIs, production goals, deadlines, and quality standards
Non-task goals - includes targets, such as housekeeping, attendance at important meetings and participation in continuous improvement. behaviours- includes attitude towards workmates, personal attire, etc.
What do you think were some of your strengths during the exercise?
Listen more than talk
What do you think were areas where there was room for improvement?
Coach when you wish to focus attention on any specific aspect of the employee’s performance.
What kind of strategies can you think of to help improve your coaching skills?
A coaching meeting should focus on just one or two aspect of the performance. Any more than that and employees won’t remember the main impact of your meeting.
Keep coaching conversations brief and between five to ten minutes long.
What do you think will be the cost of not implementing new strategies into your role as a manager?
What are some valuable skills that you have learned today to help you in your role as manager/coach?
When things are performing well, take the time to understand what is working and why.
Good coaching is guiding, not telling or doing.
Allow the employee to own the problem and its solutions. Ask them; how do you think we should handle this
When used effectively,coaching can help to increase the employee’s levels of motivation and commitment, and so shape performance and increase the likelihood that the employee’s result will meet expectations.
What was your overall assessment of your performance as a coach? Give reasons for this assessment.
Coaching people’s work performance, involves coaching in regards to
Task goals- includes bottom line targets that are measured by KPIs, production goals, deadlines, and quality standards
Non-task goals - includes targets, such as housekeeping, attendance at important meetings and participation in continuous improvement. behaviours- includes attitude towards workmates, personal attire, etc.
What do you think were some of your strengths during the exercise?
Listen more than talk
What do you think were areas where there was room for improvement?
Coach when you wish to focus attention on any specific aspect of the employee’s performance.
What kind of strategies can you think of to help improve your coaching skills?
A coaching meeting should focus on just one or two aspect of the performance. Any more than that and employees won’t remember the main impact of your meeting.
Keep coaching conversations brief and between five to ten minutes long.
What do you think will be the cost of not implementing new strategies into your role as a manager?
What are some valuable skills that you have learned today to help you in your role as manager/coach?
When things are performing well, take the time to understand what is working and why.
Good coaching is guiding, not telling or doing.
Allow the employee to own the problem and its solutions. Ask them; how do you think we should handle this