Recognizing the potential in others and developing it deserves a tailored action plan.
Managers, supervisors or team leaders who mentor and coach need a specific skill set that supports the coaching model. Listening, observing, instructing and feedback are critical to communicating a supportive spirit as coach or mentor.
Participants will apply a coaching model. They will learn the feedback format and practice delivering both reinforcing and corrective feedback supported by specific instruction. These skills allow leaders to respond to the performance challenges, suggest new behaviors and discuss the impact on performance.
| · | Use assertive skills to create accountability in others. |
| · | Listen to identify the layers of any problem. |
| · | Use non-verbal and verbal communication to build trust and increase rapport. |
| · | Clarify expectations and set up-front agreements about goals and job duties. |
| · | Maintain relationships and ensure tasks get completed by responding with corrective feedback to individuals who break agreements. |
| · | Handle conflict by developing solutions that meet the needs of all involved. |
| · | Coach others to higher levels of performance through formal and informal development planning. |
| · | Communication between leaders and employees is strained and breaks down. |
| · | Individual expectations and standards are unclear. |
| · | Effective performance goes unnoticed and ineffective performance is not addressed. |
| · | Conflict and disagreement are roadblocks to achieving individual and organizational goals. |
| · | Feedback for continuous improvement happens once a year at the performance review. |
| · | Problem solving occurs by a select group of people and buy-in to solutions is low. |
| · | Three-day program |
| · | Two trainer(s) |
| · | Maximum class size: 20 |
Adjust quantities to suit your program
| · | One Facilitator Guide with timed agenda |
| · | Media Disk - Power Point of training sides, review copy of workbook and handouts |
