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Effective Coaching Strategies for Management

Effective Coaching Strategies for Management. Favorites. Who is your favorite coach of all time? Why?. Objectives. Be able to apply Rapid Updates to improve and praise performance Recognize the difference between coaching, punishment, and discipline

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Effective Coaching Strategies for Management

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  1. Effective Coaching Strategies for Management

  2. Favorites Who is your favorite coach of all time? Why?

  3. Objectives • Be able to apply Rapid Updates to improve and praise performance • Recognize the difference between coaching, punishment, and discipline • Understand coaching and when it should be used Agenda • Definition of development and coaching • Team Members and performance • Rapid updates • Improvement feedback • Praise

  4. Team Member Development This is a joint, on-going process between a Team Member and management to upgrade knowledge, skills, and abilities To be successful, it will require a balance between an individual's career goals, and the needs of our company Career Goals Our Company Knowledge, Skills and Abilities Management

  5. Different Approaches • In your own words • Write your own definition

  6. Punishment: The deliberate infliction of harm upon somebody, or the withdrawal of something positive, by an authority, in response to having committed some offence Purpose: • reformation: the harm inflicted teaches the individual to behave better in the future • deterrence: knowledge of the penalties deters potential offenders

  7. Discipline: • Training to obey rules or accept authority, or to punish in order to gain control or enforce obedience.

  8. Coaching: • Practice of inspiring, energizing, and facilitating the performance, learning and development of an individual or team

  9. Being a Coach • Coaching is utilizing improvement feedback and praise to develop a Team Member • It is letting a Team Member know what they do matters to you • Any interaction is a potential coaching opportunity

  10. We Are All Coaches! • What is the outcome of coaching a Team Memberrather than disciplining or punishing them? • How often do you discipline or punish a Team Member rather than coach them? Record the specifics of your approach and how it was received

  11. Peak Performance Coaching How would you describe the performance of each segment of Team Members? Record your answers here. Praise Improvement Feedback

  12. Maslow’s Hierarchy of Needs Ego Social Needs Safety Needs Physiological Needs Self- Actualization

  13. Top Team Member Motivators Involve • Team Members • Value Team Members as people • Give. • Support growth and development • Create a and environment • Offer frequent opportunities • Recognize and reward performance direction fun enjoyable communication

  14. Rewards How do you reward good performance in your Team Members? Do your rewards meet the motivation of the Team Member? Why or why not? Record the specifics in your packet

  15. The Service-Profit Chain Satisfied Team Members make for satisfied guests

  16. Improvement Feedback • Communicates performance MUST change • Also…. • Communicates support to the Team Member

  17. Improvement Feedback Think of a past interaction with a direct report where you communicated their performance needed to improve Record the specifics of your approach and how it was received

  18. Improvement Feedback Critique the video clips of coaches giving improvement feedback What was effective? How did the manager show support? What was ineffective? What would you change?

  19. Improvement Feedback Tips for effective improvement feedback • Give feedback as soon as possible after observing • Give in private • Be tough on performance, not the person • Be specific, clearly define needed changes and desired outcomes • Emphasize the impact on the casino, the department, or team • Get agreement that a gap in performance exists • Resist the temptation to get defensive • Communicate to them that you want them to succeed

  20. Praise • Reinforces positive behaviors • Creates an environment where team members are more receptive to improvement feedback

  21. Praise • Tips for effective praise • When you see it, sayit! • Specific • Sincere and meaningful • Keep praise about praise • Individualized

  22. The Balancing Act What is the optimal praise to improvement feedback ratio in organizations? Praise Improvement Feedback TEAM MEMBER PERFORMANCE The Gallup Organization ? Your guess: ___ to 1 3 Actual: ___ to 1

  23. Rapid Updates A short interaction that lets your Team Members know that what they do matters to you. It is an opportunity to provide improvement feedback and praise. Read through the following scenarios and describe how you might give feedback in a rapid update

  24. Moving Forward What steps do you need to take to become a coach? How will you use Rapid Updates to improve Team Member performance? From today’s topics, what is one thing you can immediately apply back in your workplace?

  25. Thank you! Effective Coaching Strategies for Management

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