High Performance Coaching for Managers: A Step-by-Step Approach to Increase Employees Performance and Productivity
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Date
Oct 28, 2022 -
Time
13:00 PM EST -
Duration
60 Min
Overview:
Coaching is a necessary
skill for managers. It is important as a fundamental part of an organization's
talent efforts—including talent acquisition, development, and retention
strategies. For a coaching program to succeed in an organization, it should be
recognized as a useful approach throughout the organization and become part of
the fabric of the corporate culture. Performance Coaching for Managers provides
an important tool for organizations to use to train their managers on coaching.
Effective managers
should be able to offer direction to their employees. After all, managers are
responsible for ensuring that their organizational units deliver the results
needed by the organization. If they fail to do that, the organization does not
achieve its strategic goals. This book gives managers direction in how to offer
directive coaching to their workers.
According to the
Harvard Business Review (2015), workers generally expect their immediate
supervisors to give them honest feedback on how well they do their jobs—and
specific advice on what to do if they are not performing in alignment with
organizational expectations. When workers do not receive advice—but instead are
questioned about their own views—they regard their managers as either
incompetent or disingenuous.
Session Highlights:
What are the most common problems that workers face on their jobs? Typical examples include:
· Workers are not
performing up to standards
· Workers have trouble managing their time
· Workers are tardy or demonstrate excessive absenteeism
· Workers leave work without permission
· Workers fail to show up for work (“job ghosting”)
· Workers misuse the internet during working hours
· Workers are slow to meet customer requests
Common behavioral problems:
· Workers are rude to
customers or coworkers
· Workers are insubordinate
· Workers have trouble getting along with diverse employees
What is needed is a
good approach for supervisors, managers, and executives to address these
problems. That good approach is performance coaching. Hear about it—and how to
use it—in this practical, dynamic webinar.
Benefits For Attending:
Performance coaching
masquerades under many names. Some call it human performance technology (HPT);
some call it human performance improvement (HPI); some call it human
performance engineering (HPE); some call it human performance coaching (HPC);
some drop the word “human” and just call it performance coaching (PC); some
call it human performance enhancement (HPE); and some call it human factors
studies (HFS). There may be other names I may be missing here, but these
keywords or key phrases capture much of the literature found on the web and in
print about the topic.
The premise of PC is
simple. The same basic approach used by medical doctors to diagnose and treat
illnesses can also be applied by consultants, human resources (HR)
practitioners, and operating managers to diagnose and treat problems with human
behavior and with human job performance.
Performance coaches
apply an approach that is instantly recognizable--and quite often expected--by
managers. PC is used by managers to solve a specific problem. They analyze the
problem and issue recommendations to solve it based on their expertise in the
area. Performance coaches apply a systematic approach to diagnosing and solving
problems with human behavior and job performance. They identify the signs and
symptoms of the problem; they collect data to determine root causes of the
problem; they brainstorm ways to solve the problems by addressing the
underlying root causes; they discover the most efficient and effective ways to
solve the problems; they seek to address any negative side effects caused by
the solutions they identify; and, they manage and evaluate the implementation
of the solutions.
What Will You Learn:
Learn how to
troubleshoot behavioral and job performance problems with workers and coach
them how to avoid objectionable behaviors and improve job performance.
Who Should Attend:
· All Employers
· Business Owners
· Company Leadership
· HR Professionals
· Training & Development Professionals
· Organizational Development Professionals
· Talent Development Professionals
· Trainers
· Administrators
· Managers/Supervisors
Ask your question
directly from our expert during the Q&A session following the live event.
William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow is a Professor of Learning and Performance in the Workforce Education and Development program, Department of Learning and Performance Systems, at The Pennsylvania State University, University Park campus. He is also President of his own consulting firms-Rothwell & Associates, Inc. and Rothwell & Associates, LLC. At Penn State University he heads up a top-ranked graduate program in organization development/change. He has authored, co-authored, edited, or co-edited 300 books, book chapters, and articles-including 127 books in 7 languages. Before arriving at Penn State in 1993, he had nearly 20 years of work experience as a Training Director and HR professional in government and in a multinational business.
As a consultant he has worked with over 50 multinational corporations including Motorola, General Motors, Ford, and many others. He has traveled extensively and has visited China 83 times and Singapore 32 times-among many other international travels. He had 20 years of full-time work experience in HR in both government and business before becoming a professor 28 years ago. In 1997 he and his wife founded a small business-a personal care home for the elderly that employed 27 workers. That company was sold in 2017.
His most recent books include Virtual Coaching to Improve Group Relationships: Process Consultation Reimagined (CRC/Productivity Press, 2021); Increasing Learning and Development’s Impact Through Accreditation (Palgrave, 2020); Adult Learning Basics, 2nd ed. (ATD Press, 2020); Workforce Development: Guidelines for Community College Professionals (Rowman-Littlefield, 2020); Human Resource Essentials for Small Business and Startups (Society for Human Resource Management, 2020).
1.0 HRCI Credit Hours (Approved)