POLICIES: Coaching Management

MR. JOEL PATLAN

I GENERAL PURPOSE

After completing this course the student will apply skills coaching for team leaders
to improve efficiency and productivity in work teams within a company.

II. AGENDA

1. WHY FAILURE A MANAGER AS COACH? 1

1.1. Confusion about leadership and management.
1.2. Responsibilities of a leader.
1.3. Who needs whom? The leader or the employee?
1.4. Do "what we are born" is destructive.
1.5. The development of oneself as a misconception of leadership.

2. Recommended and not recommended THEORIES OF MOTIVATION 2

2.1. Needs.
2.2. X theory against theory.
2.3. Satisfaction and dissatisfaction.
2.4. People are different, does it matter in business?
2.5. Management of human error.
2.6. The attitude as a barrier to effective leadership.

3. HUMAN BEHAVIOR 3
3.1. Reasons for action of individuals.
3.2. The error in the use of punishment or pressure.
3.3. Implementation of business conduct.
3.4. The 3 resources of the recognition and punishment at work.
3.5. The actual elements of success.

4. ERADICATION OF COMMUNICATION PROBLEMS 4

4.1. Understanding through the transmission.
4.2. Communicating without errors.
4.3. Reasons why employees do what they should do.
4.4. Behind the motivation.
4.5. Three different types of feedback.

5. MANAGEMENT COACHING: AN ANALYSIS OF THE PROBLEM 5

5.1. Identification of poor performance.
5.2. The employee should know what you are doing wrong.
5.3. The employee knows exactly what is expected of him.
5.4. The employee knows the methodology to be used for work.
5.5. Obstacles in the control of the template.
5.6. The employee considers inadequate way in which they are required to perform
their functions.
5.7. Employee job priority.
5.8. Systems consequences for failure and disrespect.

6. COACHING: SOLUTION OF FACE DISCUSSIONS 6

6.1. Mutual agreement that there is a failure.
6.2. Mutual discussion of possible solutions.
6.3. Mutual agreement to implement remedial action.
6.4. Monitoring to verify that the agreed action was accomplished.
6.5. Reinforcement of any achievement.
6.6. Contingent recognition.

7. WEAK PERFORMANCE OF EMPLOYEES 7

7.1. Identification of the target behavior change.
7.2. Condition results due to misbehavior.
7.3. Confrontation techniques face to face discussion.
7.4. Making sense of responsibility for their own actions.
7.5. Make the employee feel that coaching is for their benefit.
7.6. Commit to the same thing is being requested.

III TEXT AND REFERENCES

EL COACHING ORGANIZACIONAL Y SUS APLICACIONES DE RICARDO A. VARELA

EAN: 9786073203319 Editorial: PEARSON PRENTICE HALL ISBN: 9786073203319 Edición: 1ª

Formato: RUSTICO Año: 2010 No. de páginas: 108 Idioma: ESPAÑOL País: MEXICO

IV.COURSE EVALUATION METHODOLOGY

RATING

Written Test 25%

Project / Case 25%
Tasks and work in class 25%
Tasks and work at home 10%
Co and self-evaluation 5%
Quizzes 10%
Total 100%

* The quizzes will be in the first or last 15 minutes of class

* 4 quizzes will be applied in total.

V TESTS´ DATES
1 2 3
Collaborative tests are to go!!!!!!

VI ADVISORS
Through the address: jpatiba@gmail.com
La Semplicita é la máxima sofisticazione