Coach Others in

Job Skills

BY:- Menkir Girma

 Learning Outcomes

 LO1 Prepare for On-The-Job Coaching

 LO2 Coach Colleagues on the Job

 LO3 Follow Up Coaching

 Assessment
Assessment for this unit may include

 Oral question

 Written questions

 Work project

 Work observation of practical skills

 Practical exercises

 Formal report
 Introduction

 Coaching plays an important role in any enterprise and being asked

to coach a workmate is recognition of your current skill and your
potential to pass on that expertise to others.

 Up to date skills and information must be regularly passed on to both

new and old employees.

 Coaching will ensure that all staff are confident in working the
systems and equipment present in the workplace and in complying
with workplace procedures.
 Organization Structure of Human Resource

General Manager

Human Resource
Manager

Chief Personnel Training General

Drivers Secretary
Security Officer Officer Service
Definition of coaching
 Definition of coaching

 There are several definitions about coaching and sometimes it could be

some confusing, between coaching and other tools of helping behaviors,
such as mentoring or counseling
 According to Jarvis, (2004), the definition of coaching is: Developing a
person’s skills and knowledge so that their job performance improves,
hopefully leading to the achievement of organizational objectives.
 It targets high performance and improvement at work, although it may
also have an impact on an individual’s private life.
 It usually lasts for a short period and focuses on specific skills and goals.
 CON…
 Coaching is also extremely rewarding and productive, for, if nothing
else, it fulfils a deep inner need all human beings have – the desire to
be heard and understood without judgment
 Coaching in the context of training and development, is a form of
training to develop the ability and experience of trainees by giving
them systematically planned and progressively more 'stretching' tasks
to perform, combined with continuous assessment and support.
 Coaching is the process of providing employees with the training
they need on how to do their job, and feedback on their performance.
 CON…

 It is a form of leadership – where the leader’s aim is to

support and guide the employees towards their
development.

 Coaching consists of the leader that support, inspire,

challenge, train, teach, guide and confront the employees
towards its own development.
 Coaching Involves;
 Setting needed performance expectations
 Providing the necessary training
 Monitoring performance against expectation
 Providing feedback on results
 Providing support and encouragement
 Helping employees understand what they do well and where they
need to improve.
 Helping employees determine how to make needed adjustments so
they do things right.
 Celebrating success.
 Basic Characteristics
of Coaching
 It consists of one-to-one developmental discussions;
 It provides people with feedback on their strengths and weaknesses;
 It is aimed at specific issues/areas;
 It is a relatively short-term activity, except in executive coaching, which
tends to have a longer timeframe;
 It is essentially a non-directive form of development; it focuses on
improving performance and developing/enhancing individuals’ skills;
 Coaching activities have both organizational and individual goals;
 It is time-bounded and a skilled activity; it works on the premise that
clients are self-aware, or can achieve self-awareness
 Coaching and Other
Terminologies
COACHING VS. MENTORING
Mentoring has been used for many years, and there are several similarities
between coaching and mentoring.
Both involve a one-to-one relationship that provides an opportunity for the
individuals to develop, reflect and learn.
Mentoring is an ongoing relationship that last for a long period of time;
coaching has a limited duration of the relationship,
An agenda is set by the person receiving mentorship where the mentor
support guidance and support for their future roles; in coaching the agenda
is focused on achieving specific and immediate goals.
 CON…

Coaching vs. counseling

 Counseling need people with highly skills because the focus is on helping
individuals to solve and support underlying psychological problems.
 In this case, counseling can be used if the employees are unable to resolve
problems in their behavior during the coaching sessions
 coaching is not the same as counseling, since counseling focus on the past and
coaching focus more on the current and futuristic aspects.
 Counseling is helping people come to terms with issues they are facing.
 Coaching is none of these – it is helping to identify the skills and capabilities
that are within the person, and enabling them to use them to the best of their
ability.
 Coaching is not Consulting

 A Consultant uses his/her own

skills to improve a given situation.

 Whereas, a Coach brings out the

employees expertise to do so.
 CON..
Managing, Training and Coaching

 Managing is making sure people do what they know how to do.

 Training is teaching people to do what they don’t know how to do

Training is directive, driven by the Trainer who will tell, instruct and
generally control most of both the process and the content.
 Coaching is none of these – it is helping to identify the skills and
capabilities that are within the person, and enabling them to use them
to the best of their ability.
 Coaching is not Therapy

 Therapy/ Counseling - focus on feelings related to past

events

 Coaching is oriented towards goal setting and encouraging the

employees to actively move forward.

 Tony Grant from Sydney University said, "Therapy is like

helping someone with a broken leg to walk again. Coaching is
helping them to run the four minute mile."
 Coaching is not Fixing
 No Coach can ‘fix’ a problem for a employees. For that
matter no Coach can ‘change’ a employees. Only a
employees can do that.

 The Coach lives by the motto that every employees presents

himself or herself to the Coach whole and complete, able
to generate his or her own perfect answers.
 Importance of coaching
Today the nature of business is completely different from a generation ago.

Employees are becoming more

Organizations are more decentralized
empowered
Competition and globalization
have increased
Change is rapid and continuous
Innovation and rapid response to
market place changes can be key
to success
Increasingly, new technologies and
work processes are being adopted
In general, work pressures are
greater than ever
There are fewer management levels
in organization
Old career patterns doesn’t exist
 What makes a good coach?

The key skills of being a good coach are:

Communication skills and Forward thinking and

Building rapport proactive
overcoming resistance

Understanding human Flexible yet consistent

Empathy behavior

Enthusiasm and
Problem-solving and
Listening skills commitment to the
negotiating skills
individual
 Characteristics of good coach
coach job is not correcting mistakes finding fault and
assessing blame
Positive Instead, a coach function is achieving productivity
goals, by coaching his/her staff to peak performance

Coach need to get workers what they need to do their

Supportive job well, including tools, time, instruction, answers to
questions, and protection from outside inference

Base your assignments on clear, definable goal

Tie specific tasks to these goals
Goal oriented Communicate those goals to the people who actually
have to do the work
 CON….

 Effective communication is specific and focused

Focused  Coaches are far more likely to get action of that employee leaves the
office focused on resolving an issue at hand

 Being observant means more than just keeping your eyes and ears
open
Observant  Coaches need to be aware of what is not said as well as what is. If
coaches are paying attention, they no need to wait for somebody to
tell about a problem
 LO1
Prepare for On-The-Job Coaching
 Prepare for On-The-Job Coaching
Coach may relate to :-

 Presenting and explaining verbal and/or written information

 Demonstrating practical skills

 Observing a colleague complete a task

 Providing follow up advice, support and feedback

 Reviewing a colleague's work and work practice.

 CON…
Competency standards

 Competency Based Training (CBT), coaching may be conducted in

line with a „competency standard‟.

 A competency standard is a benchmark

 Standard can be set by a venue , the industry or a government
(vocational training) body
 Coaches must know the standard they are expected to coach
 CON…
 You may be able to identify these standards by:

 Talking to onsite trainers

 Reading internal standards, work procedures and service criteria
 Conferring with more experienced staff

 Talking with management

 Using your common sense coupled with industry and venue

knowledge to determine what is applicable.
 CON…
 Need for coaching of workplace colleagues can be identified

 At staff indication
 When individual request coaching
 When management direct you to provide coaching to a certain
staff member
 As a result of your personal observation
 Following a complaint from a guest/customer
 As a result of changes to internal procedures and practices
 Identify skill deficiencies
through discussion

 There is no limit to the skills coaching can effectively address.

 Coaching commonly used to assist staff with

 Customer service
 Technical or practical skills
 Selling skills
 The coaching plan
 There are many different “plans" that can be used to help coaches
deliver their coaching sessions.

 Must be prepared for every coaching session

 Lack of planning seriously jeopardizes effectiveness of every
coaching session
 “if you fail to plan , you plan to fail”
 There are several different models to use when preparing a coaching
plan
 They are also known as ‘session plan ‘ and ‘lesson plan’
 Provide planning and preparation
opportunities

 How to start the session

 Key points to cover
 How to finish the session
 Resources requires
 Identification of whether learner has achieved competency
 Timing
 Preparing a Task Breakdown
 When delivering coaching for a practical skill it is usual for the coach
to prepare a Task Breakdown sheet to guide the session.
 Task breakdown sheets can only properly be prepared when you are
fully aware of all the aspects of the task under consideration:
 Knowledge, skills and attitudes
 Standards and criteria applying
 Sub-steps for the task
 Correct ordering for the task
 Correct ordering of each step/action
 Special factors applying
 A Sample Task Breakdown

"To serve a glass of

draught beer"
Step Description Checks Essential knowledge

1 Select correct size Check clean and not  Correct glass

and shape of glass chipped  Fingers at bottom of glass

2 Select beer as ordered by Confirm selection Beer product knowledge

customer
3 Fill glass with beer
Check beer is cold  Put „head" on bottom of glass
 Flick tap on and off
 Hold glass around bottom
 Raise glass as it fills Compensate
for drawing conditions
 Do not overfill

4 Present glass to Beer looks presentable  Place serviette under glass

customer  Ensure glass badge faces customer
 One coaching plan model

 Objectives
 Preparation required
 Introduction

 Content

 Method
 Time
 Conclusion
Objective

Preparation required

Introduction

Content Methods Time

Conclusion
 Objective

Identifies what you want to achieve:

Aim
Learning outcome
Can also add
Date and time
Location
A title (where a number of sessions are to be delivered )
 Preparation required

List all resource required for the session

Can be used as checklist prior to the session to ensure

you have all that is needed
 Introduction
 Describes how you will stat the session and grab the
attention of the persons being coached.

 May be
Set of statistics relevant to the topic
Challenging question
Tittle – known fact
 Content

 Key point to be addressed arranged in correct sequence

 Can include questions you want to ask
 Must be logical
 Should contain ‘must know’ information
 Methods
 Demonstration
 Video
 Chalk -and -talk
 Case Study
 practice
 Reading a manual or other internal documents (policies,
Standard Operating Procedures, checklists, intranet).
 Time

 Identifies the minutes required for each section of the

proposed coaching session
 May include a start and finish time

 Help calculate if there is enough time available to conduct

the session or if extra sessions / time is needed
 Conclusion
 Show how you will finish the session

What you might say

Question you might ask
What you may do

 Provides positive feedback to learner.

 Project Assignment (30%)
Select one case scenario in hotel industry and prepare entire coaching session. The session must identify and cover the
following listed points.
 WHO?
 WHY?
 WHAT?
 WHERE?
 WHEN?
 HOW?
Note this;
 The paper should be not less than 8 pages and also greater than 12 pages.
 Appropriate font style and alignment should be considered, copying someone else's assignment will disqualify your
result.
 All group must participate in the demonstration process unless the mark value for the group will decrease.
 Demonstration time limit will be 15 minutes per group.
 Submission date for the paper will be will be on March 21,2022