making the switch from boss to coach: the four essential ... · in people and organizations for the...

The Ken Blanchard Companies® unleashes the power and potentialin people and organizations for the greater good.

Making the Switch from Boss to Coach:

The Four Essential Skills

Madeleine Homan BlanchardCofounder, Coaching Services

The Ken Blanchard Companies

Legal Notice: These slides are being provided to support your participation in the online seminar which took place on August 21, 2019 and

represent the proprietary intellectual property of The Ken Blanchard Companies. They are protected under international copyright law and cannot

be resold, rented, loaned, or circulated to any third party. These slides cannot be used to create or deliver any form of a learning experience or

training program. Additionally, they may not be duplicated or reproduced, stored in a retrieval system, or transmitted in any form or by any means,

electronic, mechanical, photocopying, recording, or otherwise without the expressed written consent of The Ken Blanchard Companies.

Agenda

• The basics of performance management

• The Blanchard approach to goal setting,

direction, and support

• How coach training takes direction and support

to a higher level

• The Four Essential Coaching Skills

• Building coaching skills into your leadership

development program

• Q&A

The average leader

doesn’t receive training

until they are 10 years

into their careers

Zenger Folkman Research

© 2019 The Ken Blanchard Companies. All rights reserved. Do not duplicate.


Respondents reported 20-30 percent gaps in

each of the areas measured.

Alig

nm

ent

Aligning on what needs to be done, when

Goal Setting

Collaboratively assessing an individual’s competence and

commitment on a specific goal or task

Diagnosing

MatchingUsing a variety

of leadership styles, comfortably, to provide individuals with what they need


Three skills of a

situational approach

to performance

management

Goal Setting the first skill


What exactly is the goal or task? What does a good job look like?

Is there a way to track progress? Are there measures?

Am I excited and interested in this goal?

Is the goal realistic and achievable?

Is the goal important and aligned with organization goals?

Trackable

Specific

Relevant

Attainable

Motivating

Goal Setting

the first skill


Diagnosingthe second skill


Diagnosing Development Level

Development Level is a combination of two factors.

Competence

Your demonstrated

goal- or task-

specific,

transferable

knowledge and

skills

Commitment

Your motivation

and confidence

on a specific goal

or task


Development Levels

Development level is goal or task specific!


Matchingthe third skill


Matching Leadership Style

Leadership Style

The pattern of

behaviors leaders

use, over time, as

perceived by

others

There are two types of leadership style behaviors: Directive Behavior

• Setting Goals

• Showing &

Telling How

Supportive Behavior

• Listening

• Facilitating Self-

Reliant Problem

Solving

• Acknowledging


Before SLII® training

Why Match?

1% use all four

styles naturally

11% use three

styles naturally34% use two

styles naturally

54% of

managers

use one style

naturally


Directing

Intention

Help others build

competence


Coaching

Intention

Re-energize and reteach


Supporting

Intention

Build confidence in

competence


Delegating

Intention

Value Contribution


Coaching Essentials® and SLII®



.

Both use Conversations as a

method for building relationships

and managing others.

Coaching is:

A deliberate process using focused conversations to create an environment that results in accelerated performance and development

In fact, the single most important

managerial competency that separates highly effective

managers from average ones is coaching.

(Source: Harvard Business Review, 2015)

Regular communication around development—having coaching conversations—

is essential.


Coaching Skills Impact on Trust and Employee Work Passion


Four Essential Skills Link to the

Supportive and Directive Behaviors

23© 2019 The Ken Blanchard Companies. All rights reserved. Do not duplicate.


.

The Four Essential Coaching Skills

Listen with the intent

of being influenced


Three Parts of Listening


Poll: What Do You Listen For?


a. Errors

b. How to solve the problem

c. How the situation affects me

d. What I am going to say as soon as I get the chance

e. My to do list


Instead, Try Listening For:

• Context

• Potential assumptions

• Emotions and energy

• What isn’t being said

• What is already known

• What might be needed

Ask questions that

draw out ideas


Ask questions that draw out ideas

Ask open-ended

questions

Avoid whyquestions

Focus on moving forward


Quick Tips

What

else ...?And ...?

What’s

your next

step?

Let me ask

a different

question.


Share relevant

information


Tell Your Truth

• Share relevant information

• Be direct and brief

• Avoid judgment and blame

• Confirm that your impact

matches your intention


When

your

intent and your

impactdon’t match …

use

your

well-oiled

reverse gear


Tell Your Truth Test

1. Do I need to say it, or do they need to hear it?

❑ It is for myself, so I can get it off my chest.

❑ It is for them, so they can succeed.

2. Is it likely to resolve itself if I don’t say anything?

❑ It is likely to resolve itself.

❑ It is likely to continue or worsen.

3. Could the information help the person succeed sooner?

❑ Probably not. ❑ It could help them sooner.

❑ Don’t Tell ❑ Do Tell


Build self-

assurance and

enthusiasm


Be sincere, specific, genuine, and focused on

the other person

I think you did an

awesome job!

The positive results of your

product testing are a

reflection of your commitment

to excellence, perseverance,

and discipline.

Good job!



What Gets in Your Way?

• Nobody does it for you

• It isn’t the culture here

• It makes you feel foolish

• It doesn’t occur to you

• You don’t actually feel confident in the person

Blanchard’s Coaching Essentials Program

• Shifts from natural behaviors to a

coaching mind-set

• Builds trust in working relationships

• Four specific coaching skills that can

be applied immediately to any

conversation

• Leave conversations with clear

agreements

• Knowing when and when not to use

the coach approach


Preparation Guide

Power Point

+


.

Optimal

Motivation

Coaching

Essentials® The SLII Experience™Building Trust

Sample Curriculum Paths

Leadership training done

right focuses on gaining

insight, improving

communication, and

increasing skills that bring

out the best in others!

Coaching

Essentials®

Leading People

Through Change®The SLII Experience™Building Trust

Everybody deserves to

work for a good

manager


Poll: Other Resources

a. Information on coaching research

b. Connect with peers

c. Discuss coaching curriculum


David WittProgram DirectorThe Ken Blanchard Companies

Madeleine BlanchardCofounder, Coaching ServicesThe Ken Blanchard Companies

Use Q&A panel to ask your questions!


Offices world-wide to

serve you—visit

www.kenblanchard.com

to learn more

http://www.kenblanchard.com/


“At Actelion, we have made Coaching Essentials® an essential part of our in-house leadership program so that leaders fully integrate engaging conversations with their people into their daily practice. This promotes our culture of open communication and enables shared ownership for people development.

–Christian Albrich

SVP, Head Global Human Resources

Actelion Pharmaceuticals Ltd

making the switch from boss to coach: the four essential ... · in people and organizations for the...

Documents