You are in your office looking over your performance report and it happened again. Your low performing employee failed to meet quota this month even after you spoke with them about the importance of meeting goals. This employee has a great attitude and you know they can do better. You just do not know how to motivate them to reach the goal. Money used to work, but that has worn off. You are baffled and you know being frustrated makes matters worse. What do you do?
This training course focuses on how to better coach your employees to a higher performance. Coaching is a process of relationship building and setting goals. How well you coach relates directly to how well you are able to foster a great working relationship with your employees through understanding them and strategic goal setting.
An easy-to-understand coaching model taught in this program will guide you through the coaching process. Prepare yourself to change a few things about yourself in order to coach your employees to better a performance.
What Is The Training Course Methodology?
This training course methodology depends on enabling participants to interact and exchange experiences, explore their competencies and achieve their career aspirations, using forward-thinking training arts, such as theoretical lectures and/or open discussion to exchange opinions and experiences, scenarios, innovative thinking brainstorming. Participants will receive an agenda including training material as a reference, in addition to some extra notes and booklets.
Who Should Attend This Training Course?
This training course is designed for all managers in various administrative, managerial, and leadership positions who are concerned with acquiring contemporary management and leadership skills, such as self-development, change, plans and future policies.
What Is The Training Course Objectives?
Define coaching, mentoring and the GROW model
Identify and set appropriate goals using the SMART technique of goal setting
Identify the steps necessary in defining the current state or reality of your employee’s situation
Identify the steps needed in defining options for your employee and turn them into a preliminary plan
Identify the steps in developing a finalized plan or wrapping it up and getting your employee motivated to accomplish those plans
Identify the benefits of building and fostering trust with your employee
Identify the steps in giving effective feedback while maintaining trust
Identify and overcoming common obstacles to the growth and development of your employee
Identify when the coaching is at an end and transitioning your employee to other growth opportunities
Identify the difference between mentoring and coaching, using both to enable long-term development through a positive relationship with your employee