THE MANAGERS

RESPONSIBILITY
FOR COACHING
 OBJECTIVES

At the end of the session participants will:-

 BE ABLE TO IDENTIFY COACHING
OPPORTUNITIES
 HAVE ASSESSED THEIR OWN
COACHING PERFORMANCE
 START WORK ON AN ACTION PLAN FOR
COACHING A SUBORDINATE
 “WHAT IS COACHING?”
“A MANAGER WHO SPENDS TIME
AND PLANNED EFFORT ON HELPING
HIS SUBORDINATES TO DEVELOP,
USING REAL SITUATIONS AND
TREATING THE PROCESS AS A
CONTINUOUS ONE”
 SOME COMMENTS FROM OTHER GROUPS:-

 “Delegated parts of his job”  “Asked me to give outside

 “Took me to senior
management meetings.”
 “Trusted me to get on with the
job”
 “Allowed me to make mistakes
but discussed them afterwards”
 “Shared his problems with me”
talks”
 “Gave constructive criticism”
 “Listened to me”
 “Welcomed new ideas”
 “Encouraged formal training”
 “Briefing before and after
training”
 BENEFITS TO
COMPANY
IMPROVED PERFORMANCE
DEVELOPMENT OF POTENTIAL
IMPROVED RELATIONSHIPS
HEALTHIER ATTITUDES
IMPROVED COMMUNICATIONS
INCREASED MOTIVATION
 BENEFITS TO MANAGER
USE MANAGEMENT SKILLS
MINIMISE RISK IN DELEGATION
LEARNING OPP0RTUNITY FOR
MANAGER
ENSURES COMMON GOALS
IMPROVES PERFORMANCE
INCREASES MOTIVATION
INVOLVEMENT WITH LEARNER
 BENEFITS TO LEARNER
LEARNING BY DOING
USE OF REAL PROBLEMS
NO FIXED TIMES FOR LEARNING
INCREASE SELF CONFIDENCE
ENCOURAGE SELF-DEVELOPMENT
& SELF-MOTIVATION
 WHAT A COACH DOES:-
 DEVELOP SKILL THROUGH PRACTICE
ANALYSE SKILLS & TECHNIQUES
SET INCREASINGLY CHALLENGING
EXERCISES
IDENTIFY PROBLEMS & WEAKNESSES
SPOT POTENTIAL AND BUILD ON
STRENGTHS
 COACHING IS:-

“THE MANAGER
CONSCIOUSLY USING
WORK AS AN
OPPORTUNITY FOR
PLANNED LEARNING
UNDER GUIDANCE”
 THE COACHING PROCESS
PHASES CONSIDERATIONS
INFORMATION ABOUT THE LEARNER
PRELIMINARIES RESOURCES AVAILABLE
(Or pre coaching preparation)
PERSONAL APPROACH
 THE COACHING PROCESS
PHASES CONSIDERATIONS
INFORMATION ABOUT THE LEARNER
PRELIMINARIES RESOURCES AVAILABLE
(Or pre coaching preparation)
PERSONAL APPROACH
IDENTIFYING ESTABLISHING AREA(S) FOR CHANGE
IMPROVEMENT AREA
 THE COACHING PROCESS
PHASES CONSIDERATIONS
INFORMATION ABOUT THE LEARNER
PRELIMINARIES RESOURCES AVAILABLE
(Or pre coaching preparation)
PERSONAL APPROACH
IDENTIFYING ESTABLISHING AREA(S) FOR CHANGE
IMPROVEMENT AREA
GOALS AND TARGETS
ACTION PLANNING TIMING
TACTICS
 THE COACHING PROCESS
PHASES CONSIDERATIONS
INFORMATION ABOUT THE LEARNER
PRELIMINARIES RESOURCES AVAILABLE
(Or pre coaching preparation)
PERSONAL APPROACH
IDENTIFYING ESTABLISHING AREA(S) FOR CHANGE
IMPROVEMENT AREA
GOALS AND TARGETS
ACTION PLANNING TIMING
TACTICS
MONITORING PROGRESS
PROGRESSING THE GIVING HELP WHERE NECESSARY
ASSIGNMENT REVIEWING WORK AND LEARNING
TARGETS
 THE COACHING PROCESS
PHASES CONSIDERATIONS
INFORMATION ABOUT THE LEARNER
PRELIMINARIES RESOURCES AVAILABLE
(Or pre coaching preparation)
PERSONAL APPROACH
IDENTIFYING ESTABLISHING AREA(S) FOR CHANGE
IMPROVEMENT AREA
GOALS AND TARGETS
ACTION PLANNING TIMING
TACTICS
MONITORING PROGRESS
PROGRESSING THE GIVING HELP WHERE NECESSARY
ASSIGNMENT REVIEWING WORK AND LEARNING
TARGETS
CONFIRMING NEW COMPETENCE
ROUNDING IT OFF
HOW TO USE THE NEW SKILL(S)