the 2 minute coaching tool - suncoast hr management · 2-minute coaching tool eases fear by:...
TRANSCRIPT
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Drive by
coaching
THE 2 MINUTE COACHING TOOL
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What Do You Need More Of….
To Get More?
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Goal Setting 1-on-1s
Performance Evals
360s/Feedback
Individual Development Plans
Meritocracy
Coaching Mentoring
Succession/HiPo Programs
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Drive-By Coaching
Performance on the fly
the 2-minute coaching tool you
must master
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WHERE ARE WE GOING? • WHAT THE #$%#$ IS COACHING?
• SIMPLE STEPS FOR 2-MINUTE COACHING
• TYPES OF COACHING • SIDETRACKS THAT DERAIL COACHING
• COACHING EFFECTIVELY – GOTTA DO IT
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Why we are talking
about coaching
skills
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A WILLINGNESS TO ENGAGE & COACH DAILY AS
NECESSARY
EFFECTIVE USE OF THE 2-MINUTE COACHING
TOOL
ABILILTY TO DEAL WITH THE 100 SIDETRACKS THAT
WILL BE THROWN YOUR WAY
NO PASS THROUGHS
MIGRATING TEAM MEMBERS UP THE
PERFORMANCE CHART VIA YOUR COACHING
OVER TIME
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coaching is hard. we just
assume you’re good at it.
it’s hard to
teach and even harder to be
good at.
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The best coaches combine some knowledge of how to coach with active listening , thinking on their feet and shutting up when necessary to get better performance from their flock.
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What the #$%#$ is
Coaching?
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dialog on any item in need of a tweak…
informal corrects variance
daily…
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confrontation sucks.
period.
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Confrontation Sucks. Think about that… Your job as a Team Lead is to train so you won’t avoid the coaching that’s necessary.
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If confrontation sucks, then you
need a tool to get you through it…
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2-minute coaching tool eases fear by:
Identifying the performance issue.
Engaging the associate on their thoughts.
Linking individual performance with organizational goals.
Agreeing on action plan moving forward.
Reinforcing the belief in associate while engaging on the issue
· Identifying the
performance issue.
· Engaging the
associate on their
thoughts.
· Linking individual
performance with
organizational goals.
· Agreeing on action
plan moving forward.
Reinforcing the belief in
associate while
engaging on the issue
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STEP 1: Simply state
what you have observed.
Don’t do
anything else. Please…
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STEP 2: Shut Up
First one to
talk loses.
For Real.
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STEP 3: Remind them of their goals.
Don’t give in to
sidetracks.
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STEP 4:
Ask Questions.
Don’t tell them what to do.
That’s lame.
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STEP 5: Summarize the
commitment and agree together.
Closing Time…
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STEP 6: Close Upbeat.
You’re Tony
Robbins, they’re the
audience.
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Confrontation
Sucks. Use the
tool and you’ll
coach more,
mainly because
you’ll know how
to get into issues
and get the most
out of the
conversation.
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2 TYPES OF
COACHING
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coaching positive work
daily affirmations for the new world coach
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Coaching Work that Needs to Improve
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THIS IS THE HARD
STUFF SO PAY
ATTENTION
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you can’t just tell
someone what to
do in order to be
an effective coach.
In addition to
knowing your
stuff and using the
2-minute tool,
you’ve got create a
comfortable
environment.
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Sidetracks are
for suckers
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The 6 simple steps of the coaching tool
Identifying the performance issue.
Engaging the associate on their thoughts.
Linking individual performance with organizational goals.
Agreeing on action plan moving forward.
Reinforcing the belief in associate while engaging on the issue
1. State – What
specifically you have
observed (or that the
technology has
observed)
2. Wait for a Response
3. Remind them of the
Goals within the area in
question
4. Ask Questions
5. Agree Together
6. Close Upbeat!
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STEP 1: Simply state
what you have observed.
Don’t do
anything else. Please…
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STEP 2: Shut Up
First one to
talk loses.
For Real.
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STEP 3: Remind them of their goals.
Don’t give in to
sidetracks.
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STEP 4:
Ask Questions.
Don’t tell them what to do.
That’s lame.
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STEP 5: Summarize the
commitment and agree together.
Closing Time…
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STEP 6: Close Upbeat.
You’re Tony
Robbins, they’re the
audience.
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what ya gotta do to coach:
be willing to engage--
deal with sidetacks–
no “pass-throughs”--
move people up–
use the tool--
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That’s the Show…