Work Performance
How to get better results from your employees.
Believing the Right Things
Purpose:
learn how to be more successful as “manager” of people
Specifically:
to learn how to get better at face-to-face interventions = COACHING
Management Coaching Concepts
1.
2.
3.
4.
5.
6.
7.
Assessment – Where you are now
Understanding Behavior
Improving Communications
Coaching Analysis
Problem Resolution
Your coaching system
Employee Performance Review
Performance Assessment
List
all employee performance issues that come to mind
What
would you say is the root cause of these issues?
How
do you currently handle performance issues? Measuring Performance
How
do you measure employee performance? How
do you measure your performance
“managing” your people?
Management
What
How
is your definition of management?
/ when did you become a manager?
What
type of “management” training have you had? What was the emphasis of that training? What is Management?
“When you do things yourself you are a technician, when you get things done through others you are a manager.”
Lawrence Appley
Former President
American Management Association
What is Management?
Getting results through others
“Management is a system of interventions, things you do to get things done through others.”
Ferdinand Fournies
When Did You Become a Manager?
When
you started your business.
“Entrepreneurial
– Myth”
business owners are technicians suffering from an entrepreneurial seizure
Most
“Managers” Role
To
get results through others
How?
– Clear Direction
– Documented Systems
– Developing employees
Education and Training
Mentoring
Coaching
What Makes Companies
Perform Well?
Based on 2007 McKinsey research, they found the one winning combination:
Accountability - clear roles for employees
Direction - a compelling vision
Culture - an environment that encourages openness, trust, and challenge
Nothing else came close in improving performance
Coaching and Mentoring
Is there a difference between coaching and mentoring? Define
coaching?
Define
mentoring?
Coaching and Mentoring
Coaching
Process
– Purpose: Behavioral focused
Mentoring
Process
– Purpose: Goal, life, and career focused
Face-to-Face
Most
important part of the coaching process? – Face-to-Face meeting manager and employee
Weakest
part of the coaching process?
– Face-to-Face meeting manager and employee
Manager Interventions
People
management (or coaching) is a collection of interventions having a causeeffect relationship on employees.
– Pilot making course corrections on way to final destination
– Sports coach adjusting the game plan to win the game
Why Managers Fail as Coaches
Doing vs. Managing
We
are used to frequently changing roles between doing things and getting things done through others can fail because too much doing and not enough through others
We
3 Facts
Management is the intervention of getting things done through others.
2. You need your employees more than they need you.
3. You get paid for what your employees do, not what you do.
1.
You succeed only when your people succeed
Management Performance
Based
on the success or failure of your people You succeed only when your people succeed
What
about poor performance caused by inherent limitations?
Self-Destructive Behavior
(or limiting beliefs) you have any self-destructive behaviors? Do
A
few examples:
Doing what comes naturally
Do not recognize people as business resources
Belief in self-development
Not fully appreciating the cost to replace employees Employee Replacement Cost
Do
you calculate the cost replace someone before you fire them?
What
does it cost to replace an employee?
Motivational Theories
Hierarchy
Theory
of Needs
X and Theory Y
Satisfaction
and Dissatisfaction
Satisfaction and Dissatisfaction
Satisfiers
Dissatisfiers
Company Policies