Duration: 2 days
In the workplace, most employees would do the best they can, in a manner which they know how and know best. Very few people would come to work and deliberately decide to do less than their best. Why then does performance fall short? The trouble is that the employee’s ‘best’ may not be the ‘best’ which is required of him. Sometimes his best may not be in accordance with the best practices.
Performance gaps are often most effectively addressed by those who supervise others using the coaching approach. When equipped with the coaching mindset and skill-set, managers can tackle performance issues with immediacy and nip potential challenges at the bud – right where it happens.
This workshop will equip managers and supervisors with a coaching framework that can be used to help subordinates and co-workers improve and enhance work performance and produce better results.
This is an intensive, practice oriented, hands-on and experiential training workshop which will totally immerse the participants into the realities of performance coaching through situational cases that are relevant to the business.
The two-day workshop will not only work on cases involving ‘falling stars’ and ‘super stars’ but also ‘middle stars’ who form the majority of the work team.
The segment serves both as an ice-breaker as well as a thrust to propel the participants into real issues on performance gaps. The segment will produce a list of performance related issues at the workplace which will be used as materials for subsequent segments.
An overview of what coaching is all about and how the participants can use it. The segment installs essential coaching mindsets required for success.
In this segment, the core coaching skills of building rapport, framing empowering questions, emphatic listening, giving feedback, designing actions and managing progress and accountability will be covered.
Effective coaching in practice is really about the ability to engage in a focused, positive and empowering conversation with the coachee. In this segment, the participants will learn how to use an outcome-focused coaching model to navigate the coaching dialogue.
The bulk of the two days will be spent on this segment and participants will get to practice and do simulated coaching and get feedback from fellow managers as well as the facilitator. The role plays and case studies will focus on addressing performance related issues revolving around work based situations such as:
At the end of the workshop, each participant will prepare and submit a personal agenda for change to enable their supervisors to support them in their improvement efforts.
We use competency based learning models and deploy a myriad of accelerated adult learning methods in our delivery including:
We enable the participants to be totally immersed in the program and learn from the inside-out.
By the end of the intervention, the participants would be willing, able and ready for a change in thinking, feeling and actions.