Performance Coaching

Abstract

This workshop provides the skills and techniques to conduct coaching sessions for the purpose of improving the performance of specific skills or tasks. The course provides a step-by-step process - including both structure and strategy - for preparing and carrying out performance coaching sessions.

This 2-day workshop is highly interactive with extensive practice of the skills and techniques presented. Peer and consultant feedback is provided throughout the course. Course content is delivered through participative lectures, full and small-group discussion, case studies and demonstrations.

LEARNING OBJECTIVES

Participants will gain the ability to be able to:

  • Determine the causes for current performance levels and appropriate methods for improving performance
  • Establish a comfortable, “high expectations” coaching environment
  • Apply the basic skills of asking, listening and providing feedback
  • Identify the relationship between coaching and corrective processes

 

WHO SHOULD ATTEND

This workshop is for all levels of management, lead personnel, coaches and employees who are concerned with improving the job performance of others.

PREREQUISITE

This course has no prerequisite.

MATERIALS

You will receive a course binder containing a copy of the presentation slides.

WHAT YOU WILL LEARN

Introduction

  • Overview of objectives, content and expected outcomes of the workshop
  • Establish what coaching is, what it is not and its values
  • Identify the characteristics of an effective coach

 

Interpersonal Communications
  • Review basic communication concepts and behaviors
  • Guidelines for stress listening
  • A one-on-one exercise to establish the critical importance of asking questions
  • Techniques for providing effective feedback

 

Coaching Structure and Strategy
  • Establishing a “high expectations” environment
  • The first requirement: determining the cause(s) of the current performance level
  • The concept of self motivation
  • Obstacles to improved performance and how to identify them
  • Differing definitions of a “job well done” or a “job worth doing” (JWD’s), a subtle, but major, cause of performance problems
  • Conducting a “JWD” discussion - purpose, process and sequence
  • Coaching and the corrective process, a positive approach

 

The Process of Coaching
  • Steps in the coaching process
  • Getting ready, the critical importance of preparation
  • Preparing the coaching environment
  • Conducting the session
  • Follow-up activities

 

Putting It All Together
  • Role play exercise in triads, two participants and one observer
  • Debrief exercise using observer’s comments to emphasize and reinforce key concepts and behaviors

 

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