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单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,*,*,Implementing Best Practices In Coaching,-Ensuring That Coaching Works,Agenda,Define coaching,Checks&balances,Roles in the Coaching Process,Understanding coaching,Choosing a coaching panel,2,What Is Coaching?,One-on-one,Ongoing process(multiple sessions),Focus on improving insight and effectiveness,3,Our Definition of Coaching,Coaching is the process of equipping people with the tools,knowledge,and opportunities they need to develop themselves and become more effective.,Peterson&Hicks(1996),4,Continuum of coaching,manager,HR,OD,Targeted Coaching,Comprehensive Coaching,therapy,Drive overall development,How to do the job,Technical&functional skills,Performance expectations&feedback,Prepare for future roles,Complex challenges,Confidential situations,Facilitate teams and relationships,Transaction-based,Skills training,Career counseling,360-fddback that includes action planning,Transformational,Complex situations,Difficult people&issues,Rapid development,Emotional&personality issues,Family problems,Substance abuse,Executive coaching,Consultative,Independent perspective,5,Why So Popular?,Accelerating pace of change,Increasing need for people to learn new things all the time,Making a personal connection,6,Checks&Balances,Identifying the business imperative,Defining your role,Setting expectations for the coach,Outline expectations for the,coachee,organization,Coach,Coachee,7,When do you choose coaching?,In ORDER TO,enhance skills for performing in current role,Learn new skills to prepare for future role,Retention,Accelerate development on a development opportunity,Facilitate culture change,BUT NOT,As a benefit without clearly defined objectives,As another development option on the menu,As a miracle cure,8,Identifying the Business Imperative,Clearly define the purpose for using the coaching.Link to:,Strategic objectives,Overall HR strategy,Objectives of the works team/business line,9,HR Generalists Role Regarding Participant,Clearly communicate clear expectations to the participant(desired outcome&process),Assess participants motivation and insight,Highlight clear link to business objectives,Ensure follow through and track progress,10,HR Generalists Role Regarding Coaches,Orient coach to organizations culture,values,leadership initiatives,and business objectives,Facilitate contact with coaching sponsors(participants boss),Establishes key contact for coaches,Treats coaches like strategic partners,11,For Coaches:Practice and Art,Current Practice,State of the Art,Coaches,Organizations,What are coaches doing today?,How can coaches provide maximum value?,12,Coaches:State of the Practices#1,Coaches often emphasize one side of the partnership,Person-centered,Insight-oriented,Motivational,human potential,Organization-centered,Feedback-oriented,Behavioral focus,Well-developed methodologies and tool-kit,13,Coaches:State of the Art#1,Coaches explore relevant information from all perspectives,Insight,requires a view of the persons capabilities and style from all angles,Motivation,requires both personal and organizational payoff,14,Coaches:State of the Practice#2,Coaches often equate insight with learning,360 feedback and development planning,Intensive feedback from others,Personal exploration about goals,15,Coaches:State of the Art#2,Coaches guide people through the entire development process,Insight is just the beginning;coaching needs to produce tangible results,Focus on the necessary conditions for development,16,Development Pipeline,The necessary conditions for systematic people development,17,Development Pipeline,Raw talent,Increased capabilities,18,1.Insight,Insight,Do people know what to develop?,19,2.Motivation,Insight,Motivation,Are people willing to invest the time and energy it takes to develop themselves?,20,3.News Skills And Knowledge,Do people know how to acquire the skills and knowledge they need?,Insight,Motivation,New skills,21,4.Real-World Practice,Do people have opportunities to try their news skills at work?,Insight,Motivation,New skills,Real-world,practice,22,5.Accountability,Do people internalize their new capabilities to actually improve performance and results?,Insight,Motivation,New skills,Real-world,practice,Accountability,23,Gap,Helping others determine what the coaching should focus on,24,Gap Grid,Where the person is,Where the person is going,The persons view,Others view,Abilities,How they see themselves,Goals&Values,What matters to the person,Perceptions,How others see the person,Success Factors,What matters to others,25,Coaches:State of the Practice#3,Definitions of coaching are all over the map,Many writers dont actually define coaching;they just describe what its not,Many definitions focus on only one aspect,26,For Organizations:Practice and Art,Current Practice,State of the Art,Coaches,Organizations,How are organizations using coaching today?,How can organizations get maximum value?,27,Organizations:State of the Practice#1,Organizations make coaching
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