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Module5 - Coaching and Motivating
Module5 - Coaching and Motivating
MOTIVATING
LEARNING OBJECTIVES
At the end of the module, you should be able to explain:
• What motivate employees to perform
• How can leaders boost morale
• How to maximize employees’ performance
• What coaching is
• The “GROW” process of coaching
• The core skills for successful coaching
• The qualities of an effective coach
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What is MOTIVATION?
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High Morale
• High levels of productivity
• High returns to stakeholders
• Employee loyalty
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High Morale
• High levels of productivity
• High returns to stakeholders
• Employee loyalty
Low Morale
• Absenteeism
• Lack of commitment
• High turnover
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Morale Boosters:
• Pleasant work environment
• Appreciation
• Involvement
• Respect
• Compensation
• Promotion
• Positive organizational culture
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Perceptions of Rewards
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Dell Technologies recognized the
productivity difference between inspired
and average teams, says Mankins. “Sales
teams led by an inspiring leader are 6%
more productive than those that have an
average leader. If you extrapolate that
6% it accounts for an extra $1 billion in
annual revenue. Consider what [poor
leadership] is costing your company.”
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Individual talent is great, but it can’t
turn companies into stars, Mankins
says. “We could try everything we want
to emulate the habits of highly effective
individuals, but it doesn’t matter what
we do individually if it runs counter to
how an organization gets work done,”
says Mankins. “Top-performing
companies focus on collective instead
of individual.”
Colgate-Palmolive
provides new parents three
additional weeks of paid leave in
addition to the leave mandated
by the Family Leave Act.
Esteem Needs
Social Needs
Security Needs
Physiological Needs
A management
philosophy that
stresses employee
participation in all
aspects of company
decision making
Participative Management
Employee Involvement
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Importance of Motivational Strategies
Self-Motivation
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1. Motive
2.
3. Goal Instrumental
Behaviour
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Performance Motivators
• Promotion opportunities
• Job security
• Feeling “in” on things
• Good working conditions
• Good wages
• Interesting work
• Loyalty from management
• Tactful discipline
• Understanding attitude
• Appreciation
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Motivating
Subordinates/
Other Employees
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1. Coaching is advising.
2. Teaching or instructing is
coaching.
3. Mentoring is coaching.
4. Giving feedback is coaching.
5. Discussing poor performance with a team
member is coaching.
6. Coaching is driven by the coach.
7. Coaching is directing.
8. Coaching is helping coachees achieve their
goals.
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WHAT IS COACHING?
- John Whitmore
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1. Establish GOALS
POINT:
Determine exactly what the coachee wants to achieve.
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POINT:
This is about clarifying the current situation as
objectively as possible.
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POINT:
Once underlying issues are identified, ask some
more questions so the coachee can identify available
options.
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POINT:
This is where the coachee moves from considering
options to making a decision.
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When do we
COACH?
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COACHING OPPORTUNITIES
• A new operative needs direction;
• A direct staff-operative is almost ready for new
responsibilities and just needs a bit more help; and
• A problem performer could be brought up to an
acceptable level of work if he had some guidance.
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QUALITIES OF A
GOOD COACH
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COACHING AND
MOTIVATING
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COACHING AND
MOTIVATING
The Zigzag
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Mistakes in
COACHING
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COACHING AND
MOTIVATING
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- John Whitmore
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REFERENCES
https://www.fastcompany.com/3068771/how-employees-at-apple-and-google-are-more-
productive
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MOTIVATING AND COACHING
THANK YOU
Sheila Marie G. Solis
Senior Manager
PAGCOR Anti-Money Laundering Supervision and Enforcement Department
(PASED)