Coaching and PMS
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Coaching involves focusing on work-related issues through continuous one-to-one conversations. The coaching process should involve three phases - identifying coaching opportunities, preparing for and conducting conversations, and following up. Effective coaching uses reflective listening, inquiry, advocacy, action planning, feedback, and the SOI method. Performance management also involves four key phases - planning goals, ongoing coaching, evaluating performance against goals, and recognizing performance.
Coaching and PMS
- 1. What Coaching ‘is’ & ‘is not’ COACHING ‘is’ COACHING ‘is not’ FOCUSED WORK RELATED ONE-TO-ONE CONTINUOUS DIRECTING TRAINING CORRECTIVE ACTION REPRIMANDING MENTORING THERAPY
- 2. Coaching Process : The Basic Approach Coaching should be approached in three phases: IDENTIFY OPPORTUNITY PREPARING for the conversation CONDUCTING the conversation FOLLOW-UP REMEMBER: You must identify the coaching opportunity before you can begin your coaching preparation.
- 3. Summary - Coaching Formulae Reflective Listening STRATEGY InquiryAdvocacy ACTION PLANNING FEEDBACK SOI
- 4. Performance Management Process Performance Planning  Define Business goals and Individual goals  Setting Key Performance Indicators ( KPIs) Performance Coaching  Mid-year review  On-going feedback Performance Evaluation  Measuring performance against the set goals/KPIs Performance Recognition  Awarding Good Performance  Analyzing Training and Coaching needs Four Phases of Performance Management Process
- 5. DISCUSSION
Editor's Notes
- #2: Remember that coaching can take many forms. Most importantly, it must incite individuals on to personal learning and enable them to recognize possibilities they may not have seen before.
- #3: Remember, these are the fundamental aspects of coaching.
- #4: Feedback, when offered effectively, integrates all phases of the Coaching.
- #5: Explaining the PMP: 1. Performance Planning - The first step begins at the Organization's Fiscal Year where objectives are established. The basic questions to answer are: What are we going to do? What are our goals for the next fiscal year? What needs to be developed? 2. Performance Coaching - During the year, team members and leaders will have follow-up discussion(s) to provide feedback on their ongoing performance and answer the following questions: How are we doing? Are we accomplishing our goals? What are the areas for improvement? What else needs to be developed to meet our goals? 3. Performance Evaluation : Using the forms/online tools etc. 4. Performance Rewards and Recognition + Coaching to answer the following questions: How did we do? Did we accomplish our goals - where did we come up short? What should we concentrate on next year? The success of this approach is dependent on two conditions: the way the leader handles the coaching discussions and the commitment of both the team member and leader to improve and develop skills to meet objectives.