Coaching & Counseling for Outstanding Job Performance

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Detailed Overview/Outline

Empower your employees through better performance management to become more productive, effective and committed team members!

In today’s tough business environment, your organization can’t afford anything less than outstanding performance. Top-notch performance management is the essential key to getting the best from your team! Keep your team members’ productivity up to par—and show them how to do the best job they can—by learning this step-by-step approach to effective performance management, coaching and successful counseling.

HOW YOU WILL BENEFIT:

• Close the gaps between current and desired performance
• Use proven performance management techniques to increase job satisfaction and work output
• Resolve problems that interfere with job performance
• Effectively provide high level of feedback on employees' behaviors
• Create a coaching partnership between you and your employees
• Provide performance management guidance as a coach to help your employees grow
• Develop and apply the skills of coaching through case study, role-play and discussion

WHAT YOU WILL COVER:

• Coaching: the essential components for performance management
• Learning to customize your coaching styles for different employees
• Development-based coaching model: develop framework and competencies to challenge employees, promote performance ownership and provide constant feedback
• Applying the Personal Style Indicator (PSI) and integrate critical environmental factors to ensure coaching success
• Critical steps of coaching as an effective intervention
• Difficult coaching situations: conflict preference and resolution
• How to incorporate the planning guides to address real work situations

Who Should Attend

Managers, supervisors, project or team leaders, human resources professionals and counselors responsible for performance management.

Extended Description

Learning Objectives

• Identify the Components of Performance Enhancement
• Define the Four Coaching Approaches or Styles
• Identify the Paradigm Needed by an Effective Coach
• Apply Development-based Coaching Techniques
• Learn to Create a Coaching Partnership between Supervisor and Employee
• Learn the Organizational, Group and Developmental Environments Faced by Coaches
• Learn One’s Interpersonal Style and Use It Effectively in Coaching Situations
• Develop and Apply the Fundamental Skills of Coaching through Case Study, Role Play, and Discussion
• Close the Gaps between Current and Desired Performance
• Apply Counseling Skills to Coaching Situations
• Understand and Apply the Critical Steps of Coaching
• Utilize, throughout the Program, the Coach’s Tools That Apply to Real Work-Coaching Situations
• Create an Action Plan Using the Coach’s Planning Guide

Coaching Styles

• Distinguish between Current and Required Managerial Attributes
• Identify the Components for Performance Enhancement
• Define the Four Coaching Styles (Approaches)
• Define Your Preferred Coaching Style
• Understand the Dynamics of the Coaching Issues Circle

Coaching Model

• Identify the Coaching Model for Development-based Coaching by Applying the:
• —Coach’s Paradigm
• —Coaching Framework
• Apply Development-based Coaching Techniques
• Create a Coaching "Partnership" between Supervisor and Employee

Coaching Context

• Understand and Effectively Utilize the Four Critical Environments for Coaching to Be Effective:
• —Organization’s Cultural Environment
• —Group’s Learning Environment
• —Employee Development Environment
• —Interpersonal Communication Environment
• Assess One’s Coaching Communication Environment through the Personal Style Indicator (PSI)
• Expand Interpersonal Communications into Coaching Patterns That Impact the Employee Response to the Coaching
• Apply the Results of the PSI to Actual Work Situations

Coaching Skills

• Develop a Better Understanding of the Four Fundamental Coaching Skills Of:
• —Observation
• —Questioning
• —Listening
• —Giving Feedback
• Fully Use and Apply These Skills So That, as a Coach, You Will:
• —Observe and Not Judge
• —Listen to the Words and the Real Message
• —Ask Questions That Elicit Information and Maintain a Dialogue
• —Provide Feedback That Structures Future Behaviors

Coaching Performance Improvement

• Understand and Distinguish between the Different Coaching Situations:
• —Career
• —Performance
• —Development
• Understand That, to the Employee, Coaching Is a Form of Intervention
• Motivate the Employee Toward the Desired Performance Levels
• Effectively Use an Appraisal Form to Provide Feedback on Future Performance Behaviors

Developmental Counseling

• Define the Counseling Process
• Identify the Six Skills for Effective Counseling
• Specify the Guidelines When Counseling
• Use Precise Communication Skills to Foster the Counseling Process
• Conduct a Counseling Session in a Coaching Situation

Coaching Process

• Link the Learning on Coaching in This Program into Three Practical Steps, and Apply These Steps
• Provide Effective Feedback and Coaching for Typical Work Situations
• Use Conflict Skills in Difficult Coaching Applications
• Incorporate the Planning Guides to Address Real Work Situations

Coaching Application

• Connect the Learning from the Coach’s Tools into One, Real-World Application
• Use a One-Page Coach’s Planning Guide for Every Coaching Situation
• Use Feedback from the Role Play on the Real-World Coaching Situation to Make Adjustments When Coaching on the Job

Action Plan

• Develop Your Personal Action Plan to Be a More Effective Coach
• Understand the Impact That You As a Coach Can Have on Job Performance
• Avoid Some of the Common Coaching Mistakes

Sponsor Background:
The American Management Association was founded in 1923. They have built a content control check into every one of their professional seminars. Plus a series of checks and balances to ensure that the content of every AMA seminar is precisely targeted to:

• provide comprehensive, hands-on training that is of practical use when you return to the job
• focus on need-to-know specifics, relevant to the demands of global business today
• offer the expertise and personalized attention of top-ranking instructors
• facilitate your career development and business savvy

Whether you're looking for a solid foundation of business fundamentals or strategies to help you seize growth opportunities for your company, AMA offers expert instruction to help you:

• manage your priorities effectively
• cultivate more productive working relationships
• increase your on-the-job value
• align your skills with marketplace demands
• bring out the best in people, processes and yourself

Cancellation and Refund Policy

If you cannot attend a seminar you may contact AMA in advance to transfer to a future session, or can send someone to take your place. If you need to cancel your attendance, AMA will give you a complete refund if you cancel more than three weeks before your seminar begins. To cancel, simply call. If you cancel with less than three weeks' notice, you will be liable for the entire seminar fee, however you may request a courtesy transfer to use at any future AMA seminar of equal or lesser value. The courtesy transfer must be used within one year of the date of your originally scheduled seminar. In fairness to all attendees, if you do not attend a seminar session for which you are confirmed, and do not cancel with a minimum of three weeks’ notice as described above, you will be charged the entire seminar fee.

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