If you think performance issues will magically vanish into thin air, think again. Have you ever had a manager who talked with an employee multiple times about a nagging performance issue, but no good ever came from it? Or maybe you're familiar with the manager who chooses to pretend problems don't exist and ignores them altogether. And then there's the over-controlling manager who likes to chew out employees when their performance isn't up to snuff. Unfortunately, these types of scenarios occur far too often in the workplace and they're a lose-lose situation for not only the employee and manager, but for the organization as well.
How It Works
Skilled managers know that the first step to effective coaching is to establish a rapport based on mutual trust. It's the foundation of healthy manager-employee relationships and the key to growth and performance. But that's only the first step. To ensure a truly productive coaching meeting, managers need to follow a seven-step process:
- Building a Relationship of mutual trust
- Opening the meeting
- Getting agreement
- Exploring alternatives
- Getting a commitment to act
- Handling excuses
- Closing the meeting
This approach to performance coaching doesn't come from gut instinct or intuition alone. That's why the best place to initiate training is with the Coaching Skills Inventory. Designed for supervisors, managers, and team leaders, this assessment measures the ability to conduct effective coaching meetings and build productive relationships with employees. With the help of the Coaching Skills Inventory, they develop the ability - and the confidence - to redirect employee behavior and improve everyday performance.
Presented with 18 everyday coaching situations, managers select the action response they are most likely to take. Scoring the inventory produces an overall coaching-effectiveness profile, and the subscores measure their skill level in each of the seven steps of the coaching meeting model process.
The self-assessment takes approximately 20 minutes to complete, and an additional 40 minutes (minimum) is required for the scoring, interpretation of results, debrief, and goal setting. You can expand the learning into a three-hour program using the workshop outline and PowerPoint presentation that's offered in the Facilitator Guide. Also included is follow-up assessment you can administer to measure progress post-training. Trainer certification is not required to administer or facilitate the Coaching Skills Inventory.
Uses & Applications
The Coaching Skills Inventory is excellent as a stand-alone learning instrument or part of a more comprehensive training program. It's appropriate for use with managers, supervisors, and team leaders. The Coaching Skills Inventory can also be used with prospective managers to help them prepare for their coaching responsibilities when they are promoted.
Use this assessment to:
- Introduce a new performance management system within an organization
- Assess the coaching strengths and weaknesses of individual managers
- Identify the collective skill level of managers within an organization
- Reinforce performance coaching skills after a training event
- Examine the effect and results of training using pre- and post-training scores
- Identify strengths and weaknesses in the skills needed for effective coaching meetings
- Compare skill levels with a normative group of managers from a wide range of industries
- Acquaint managers, supervisors, and team leaders with a seven-step model for effective coaching meetings
- Help employees to improve their performance through effective performance coaching meetings
- Measure the development of coaching skills pre- and post-training
Product Type: Self-assessment. The Facilitator Guide is designed as a resource booklet for participants. Because of the volume of material that needed to be included to make this a comprehensive learning tool, we have arranged the contents in an instrument/workbook format. The first half of the Facilitator Guide contains an 18-item Inventory, a scoring form, profiling of results, and interpretive information.
The second half of the Facilitator Guide contains action planning for participants, including questions that can help participants consider their coaching skills and commit to specific development actions that will enhance their effectiveness in future coaching meetings. This format also gives you, the facilitator, the flexibility to cover the most relevant topics and to divide training into smaller segments.
Target Audience: The Coaching Skills Inventory is appropriate for managers, supervisors, and team leaders. It can also be used with prospective managers to help them prepare for their coaching responsibilities when they are promoted.
Measures: The ability to conduct effective performance coaching meetings.
- Building a Relationship of Mutual Trust
- Opening the Meeting
- Getting Agreement
- Exploring Alternatives
- Getting a Commitment to Act
- Handling Excuses
- Closing the Meeting
Time Required: 4 hours.
What to Order
Starter Kit: Order One Kit For Up to Five Participants.
Includes the Facilitator Guide and a five pack of Paper Assessments.
Facilitator Guide: Order One Guide Per Trainer.
This comprehensive facilitator set includes everything a trainer needs to deliver the Coaching Skills Inventory, including background information, administrative guidelines, workshop outlines, a post-training follow-up assessment, PowerPoint presentation, and sample assessments. Facilitator support materials will be available to you as a digital download link in your order confirmation.
Paper Assessment 5-Pack: Order One Pack for Up to Five Participants.
The Coaching Skills Inventory self-assessment is available in printed format. Includes the 18-item inventory with pressure-sensitive scoring, interpretive information, Coaching Skills Model, and goal-setting worksheets.
Online Assessment: Order One Per Participant.
The foundation for the workshop, the online assessment is administered to participants through the HRDQ Assessment Center. A full-color, detailed report is delivered electronically to the facilitator/administrator when complete.
About the Authors
Ken Phillips is founder and CEO of Phillips Associates, a consulting and publishing company, with expertise in performance management and measurement and evaluation of learning. He has more than 30 years experience designing learning instruments and assessments and has authored more than a dozen published learning instruments. He regularly speaks to American Society for Training and Development (ASTD) groups and university classes. Since 2008, he has spoken at the ASTD International Conference on topics related to measurement and evaluation of learning.
Prior to pursuing a Ph.D. in the combined fields of organization behavior and educational administration at Northwestern University, Mr. Phillips held management positions with two colleges and two national corporations. In addition, he has written articles that have appeared in T+D magazine, Training Today, and HR.com. He is a contributing author to three books. Mr. Phillips earned the Certified Professional in Learning and Performance (CPLP) credential from the national ASTD.