COACHING

Presented by:
Musaddaq Mahmood
 What is Coaching?
 Helping people to develop their skills and level of
competence
 May arise from formal or informal performance reviews
 Opportunities for coaching will emerge during normal
day to day activities
 Coaching is mainly a managerial practice, with no
explicit
 The coaching methods used vary significantly, and as
coaching is a consulting service, they are not
documented or published
 Employee Coaching

Hieracical Mentoring Assessment dialogues

Authority
structure Informal
Flat Medarbeider coaching
colleague
dialogue

Unstructured Structured

Degree of structure
Coaching is defined as an organisational intervention at
the individual level
 The coaching process
 Structured dialogues
 Longitudinal – from 3 months up to years
 Three generic processes:
 Increasing awareness and guiding attention
 Detecting strengths and envisioning outcomes
 Enacting new behaviour and experiences
 Goals:
 Take charge of your own work situation
 Release potential
 Not be a ”victim of the circumstances”
 Controlled delegation
 Encouraging people
 Amplify an individual’s own knowledge and thought
process
 Features
 Coaching involves short-term interventions design.

 To remedy problems that interfere with the

employee’s performance

 Concerned with Longer-term development and

continuous learning.
Coaching and stress: Hypotheses
Alters subjective appraisal of
Coaching stressors

Appraisal

Stressors Reaction:
Stress

Coping strategy

Increases use of coping

Coaching resouces
Alters coping strategy
 Coaching VS Counseling
 Coaching is a directive process to train and orient an
employee to the realities of workplace and help the
employee to remove barriers to get optimum work
performance.
 Counseling addresses the employee’s emotional state
and the causes of personal crises and problems. It is
usually conducted by trained counselors and
 Involves short-term interventions designed to remedy
problems that interfere with the employee’s job
performance
 Opportunities for Counseling
 Emotional outbursts
 Tardiness and absence
 Erratic behavior

Opportunities for Coaching

 Appearing unmotivated
 Excessive Errors
 Missing deadlines
 Falling below standards
 Displaying needs to fine tune skills
 Benefits of Coaching
 Most effective way to develop your employees
 Key to managing multiple priorities
 Leads to improved employee performance
which leads increased productivity and bottom
line results
 Increases employee self esteem and job
satisfaction
 Misconceptions
 Not the new manager’s tool box
 Too time consuming
 Taxing as it requires patience
 Left up to each employee
 Woodruffe three-part approach to
coaching:
 Discovery
 Action Plan
 Review and recommit.
 GROW model
 ‘G’ is for the goal of coaching
 ‘R’ is for the reality check
 ‘O’ is for option generation
 ‘W’ is for wrapping up or ‘will do’
 Coaching Skills Required
 Listening, analytical and interviewing skills
 The ability to use questioning techniques
 Create a supportive environment conducive to
coaching