Coaching
Is everyone on your team clear about their job expectations and how well they are achieving them? Do you avoid difficult conversations about employee performance? Do you have conversations with employees about their career aspirations and professional development goals? Are you comfortable soliciting and responding to feedback about your own performance?
In this unit, 老虎机攻略 managers will learn how to take an active role in supporting and managing their employees through frequent feedback and by facilitating their growth and development.
Learning Outcomes
- Set clear expectations for employees to help manage their performance.
- Apply the manager-as-coach framework to support employees’ performance.
- Provide frequent and detailed feedback to employees, focusing on both areas of strength and areas for improvement.
- Engage in conversations to support employees in identifying and pursuing career and professional development goals.
Sessions
Providing Effective Feedback
Thursday, February 13, 10 a.m.-12 p.m., Employee Learning Space (Lommasson 2nd floor)
Is everyone on your team clear about their job expectations and how well they are achieving them? Do you avoid difficult conversations about employee performance? Are you comfortable soliciting and responding to feedback about your own performance? This workshop will focus on how to provide frequent, effective feedback and not avoid the tough conversations when necessary.
Coaching Performance
Thursday, February 20, 10 a.m.-12 p.m., Employee Learning Space (Lommasson 2nd floor)
This session will introduce you to coaching as a powerful tool to manage employees' performance, build on their strengths, and inspire growth. Through interactive exercises, you will practice asking effective coaching questions and gain confidence in using these skills to foster understanding and provide meaningful support.
Practical Application
This program emphasizes practical application of your learning. Which of these do you already do well and often and which of them do you need to implement or improve?
- Set up recurring 1:1 meetings with your direct reports. Create the meeting agendas together.
- Initiate a meeting to begin the coaching process with at least one of your employees.
- Ask your employees to complete an Individual Development Plan and set a time to discuss it with them.
- Discuss professional development needs with your team and identify LinkedIn Learning courses or other available learning opportunities available for them.
- Review your employees’ role descriptions with them and update if needed.
- Identify and delegate a responsibility that you are not able to complete, but that would serve as an opportunity for growth for one of your direct reports.
- Identify a way to solicit feedback from your team about your performance as a manager and then respond to that feedback.