The Supervisor as

Coach, Counselor
and Mentor:
OPPORTUNITIES TO
GROW AND EXCEL
 INTRODUCTION
Optimizing and revitalizing the
human resources that make up
government service is a continuing
challenge which first line supervisors
must face.
As supervisors therefore, we
must aim at empowering our
subordinates.
 Empowerment is the fuel for
building a highly committed and
competent workforce and creating a
work team characterized by
innovativeness, productivity and
superior client service.

Empowerment mobilizes people

to do their best and to transform
vision into action.
 GROUP WORKSHOP:

1. Five (5) characteristics of a good

supervisor

2. Five (5) characteristics of a bad

supervisor
THE MULTI-FACETED ROLE
OF SUPERVISORS
 Coaching,
Mentoring and
Counseling:
Opportunities To
Grow and Excel
 THE MULTI-FACETED ROLE OF SUPERVISORS

Supervisors who aspire to be effective

coaches, mentors, or counsellors must address
basic core values underlying the principles of
the employee-development processes.

Core values such as vision and goal clarity,

supportiveness, confidence building,
consideration, risk orientation, patience, trust
building, and openness are highly desirable if
you want to be successful in the role of coach,
mentor, or counsellor.
 THE MULTI-FACETED ROLE OF SUPERVISORS

Further, supervisors must

recognize that “everyone has
peak
performance potential – you
just need to know where they
are coming from and meet
them there”.
 From Supervisor to Coach

Coaching is a method of individually helping

employees to improve job competence or
performance to achieve their full potential,
both as persons and as professional.

Coaching is different from training. It is

more intensive and personalized.

Coaching comes after training. It releases

and develops the skills the people have
that training alone cannot.
From Supervisor to Coach

Existing level of knowledge,

skills and attitude
The
Further knowledge, skills and attitudes Performance
released by training Potential
Iceberg
The untapped levels of
knowledge, skills and attitudes,
which can be released by coaching
From Supervisor to Coach

Coaching is not an addition to a supervisor’s job:

it is an integral part.

To be an effective coach, you must believe that

people have an inherent potential desire to do
their job well, and then to do it even better.

Successful coaching can only occur when the

mind-set shifts from “controlling” to
“empowerment”.
From Supervisor to Coach
Phase I Phase 2 Phase 3

The Manager Coach

Responsibility
Setting Targets
Control
SELF-AWARENESS LETTING GO CHANGE

TRANSFORMATION OF
SUPERVISOR TO COACH
Situations that require coaching:
 Explaining cultural norms and political realities of
the organization
 Power or control battles are affecting team
cohesiveness
 Employee needs reinforcement for good performance
 Employee needs help in setting priorities
 Employee wants to become peak performer
 Employee needs to develop self confidence
 Orientation and training of employee
 Teaching a new job skill
 Explaining standards of the work unit
 Simple corrections to performance
 Goals or organizational change
 The employee is new to the group
 Follow-up to a training
From Supervisor to Coach

Who is your favorite coach?

Why is he/she your favorite?

Do you want to be a coach?

Things to consider before coaching:

 Degree of trust
 Employee’s confidence level
 Time and place
 Remove distractions and physical barriers
 Plan what to say and rehearse
 Ask the right questions
 Listen actively
 Provide feedback
From Supervisor to Coach

Developing your coaching attributes

is a continuous process. It is up to
you to make it happen. You can
begin now. Good luck on your
journey to becoming mega-coach!
 From
Supervisor
to Mentor
From Supervisor to Mentor

Definitions:
Mentoring is a developmental, caring,
sharing, and helping relationship where
one person makes an effort to enhance
another person for greater productivity
or achievement in the future.
From Supervisor to Mentor

Definitions:

Mentor is someone who voluntarily makes

an investment in another that goes beyond
his/her duties and obligations.

Famous Mentor and their Mentees:

HARRY POTTER mentored by Professor Dumbledore
ATTY FELIPE GOZUM mentored by his mother
Types of Mentors:

1. Listener
2. Taskmaster
3. Encourager
4. Technical or
Professional People
Types of Mentoring:

SITUATIONAL INFORMAL FORMAL

 Short  Voluntary  Productive and
 Spontaneous  Very personal long term
 Seemingly  Very responsive  Systematic and
random structured
 Often casual to mentee  Institutionalized
 Creative and needs and sustained
innovative  Loosely
 “one time event” structured
 Unclear as to  Flexible
results  Mentor having
more than one
role – i.e parent,
friend
 ADVANTAGES OF DISADVANTAGES OF
MENTORING MENTORING
A mentor can: Having a Mentor can:

 Clarify expectations of the  Cause jealousy and

organization resentment
 Create tension with spouses
 Provide objective
assessment of strengths (if between opposite sexes)
and  Diminish self esteem and
weaknesses confidence (if mentor is
 Build confidence hypercritical)

 Be a sounding board in the

process of self discovery

 Provide venue for

discussion of perceptions
and insights
Qualities of a Mentor

 Broad knowledge of the organization and its

culture
 High level of technical, professional and
managerial expertise
 Real interest in people
 Willingness to share expertise, skills, and
knowledge
 Ability to emphasize
 Ability to provide timely feedback
objectively
 A good sense of humor
From Supervisor to Mentor

To be successful, “we absolutely, positively have to find people

who have already paid the price to learn the things that we need
to learn to achieve our goals.”

And then there are those who mentor us from up close.

These may be pastors, small group leaders, bosses, former

bosses, teachers and family members. They mold us, they scold
us, they stretch us, they teach us, and they influence us to a
great degree. These mentors are responsible for shaping us
into the kind of people we are today.
 Individual Activity

Getting your mentor quotient…

From Supervisor to Mentor

“To groom future leaders

successfully, the mentor makes
sure he/she passes on both
his/her gift for strategy and his
flair for building a strong
corporate culture”
From Supervisor
to Counselor
Employee Counseling

In the workplace today,

supervisors must focus on
persuading rather than ordering
workers to perform. They must
learn to convince employees to
achieve their objectives or
change their behaviour.
From Supervisor to Counselor

Counselling in the workplace is:

 Problem solving technique to help
elp
employee manage their own problem
 One-on-one relationship between a
troubled employee and is affecting his
performance in the workplace.
From Supervisor to Counselor

Core Principles of Counselling

 Confidentiality
 Controlled emotional
involvement
 Acceptance and non-judgment
 Purpose expression of feelings
 Individualization
 Self determination
From Supervisor to Counselor

The PILOT Method in

Counselling

P – pinpoint
I – investigate
L – long range implication
O – Objectivity
T - treatment
From Supervisor to Counselor

The focus of counselling is to

encourage discussion of personal
and work-related difficulties.

This is often followed by the

adoption of an active problem-
solving approach to tackle
the problems at hand.
From Supervisor to Counselor

Signs of a troubled employee:

 Sudden change of behaviour

 Preoccupation
 Irritability
 Increased accidents
 Absences/tardy
 Appears to be always tired
 Drinks too much (liquor)
 Difficulty in absorbing
instructions
Objectives of Counseling

1. Explore and find the key sources of difficulty.

2. Review the individual’s current strategies and
styles of coping.
3. Implement methods of dealing with the
perceived problem, thereby alleviating the issue.
Often, this step may involve also improving
interpersonal relations at work and/or improving
personal performance.
4. Employee counselling can do much to prevent
the negative effects of stress at an
individual level and ultimately at
an organizational level.
 If employees are to function at an optimum level
of well-being and competence, it is vital that they
feel supported and valued. Organizational systems
are sometimes quick to make demands and ‘hinder’
but occasionally slow to ‘help.’

Counselling can be a vehicle to provide help in an

effective, practical way. It is through such help that
individuals are motivated to understand
and realize their own career potential, thus
maximizing the chances of functioning in
the best interests of the organization.
activity: are you a good counsellor?
 Anxiety weighs down the human
heart,
but a good word cheers it up.

Proverbs 12:25
Empowering
Employee
Through
Performance
Appraisal
 Performance appraisal is the
process of measuring employee
accomplishment and in
assessing their behaviour in a
given period with the objective
of improving job performance,
increase productivity and
ensure
job satisfaction.
 Benefits of Individuals from
Performance Appraisal

 Helps improve performance

 Better understanding of past
achievements and future performance
expectations
Provide opportunities to communicate
concerns, ideas and needs
 Benefits of Supervisors from
Performance Appraisal

 Improves understanding that subordinates

need to do their job well.
tra
 Provide information on employee’s training
and development needs

 Resolves performance related problems

 Increase confidence on employee

capability
 Benefits of Organization from
Performance Appraisal

 Provides systematic judgment on:

- salary increases
- promotions
- transfer
- demotions
- termination

 Basis for coaching and counselling

of employees
 Steps in Improving Employees
Performance

 Describe the problem in a friendly manner

 Ask for the employee’s help in solving the
problem
 Discuss and write down each appropriate
idea
 Decide on specific action to be taken
 Agree on a specific follow-up date
“Employee empowerment
is all about letting go so
others
can get going”.
Never continue in a job you don't enjoy. If you're happy
in what you're doing, you'll like yourself, you'll have
inner peace. And if you have that, along with physical
health, you will have had more success than you could
possibly have imagined. - Johnny Carson