Business Management Training Coaching: Applying the Coaching Process In Coaching: Applying the Coaching Process, you will learn how to establish coaching objectives, identify the best opportunities to coach, and communicate your goals and expectations to your employees in a clear and effective manner. You will also learn how to differentiate between performance goals and long-term goals, implement an appropriate reward system, and monitor your employees' performance. Business Management Training Curriculum on CD-ROM - Apply the COACH acronym when coaching an employee.
- Set appropriate goals when coaching employees.
- Communicate goals and expectations to employees when coaching.
- Monitor an employee's performance through the most appropriate way.
- Offer positive and constructive feedback effectively while coaching.
Content Emphasis: Skills-Based Audience: Managers and supervisors who want to learn how to apply the coaching process in order to successfully coach their employees. Total Learning Time: 2 - 4 Hour(s) | Product | CODE | Price | Order | | Coaching: Applying the Coaching Process CD | ng41042 | $74.95 | | Course Contents Unit 1: Promote the Coach/Employee Relationship
Duration: 1 - 1.5 Hour(s) - Identify the components that promote a coach/employee relationship.
- Detect the best opportunities to use your coaching skills.
- Identify the components of the COACH acronym.
- Apply the COACH acronym when coaching an employee.
- Simulation Overview: In this simulation, you will meet with Lance Helms, a recently promoted Systems Integrator. Lance is responsible for maintaining the network of one of Icon's largest and most demanding clients, who is ready for a major network upgrade. You need to mentor Lance and build a coach/employee relationship, which will help him handle the upgrade.
Unit 2: Establish Objectives, Expectations, and Goals
Duration: 0.5 - 1.5 Hour(s) - Identify the four questions you must ask in order to establish your coaching objectives.
- Set effective coaching objectives.
- Differentiate between performance goals and long-term end goals.
- Set appropriate goals when coaching employees.
- Communicate goals and expectations to employees when coaching.
- Simulation Overview: In this simulation, you will meet with Ronald Spear and Nancy Hurst, two recently-hired Software Engineers. Due to the Software Division's rapid expansion, it is imperative that Ronald and Nancy are performing their job tasks as quickly and efficiently as possible. It is your responsibility as Engineering Manager to explain the overall goals of the organization, help Ronald and Nancy set goals, and motivate them to become successful members of Icon.
Unit 3: Evaluate Performance
Duration: 0.5 - 1 Hour(s) - Identify the four areas of performance you must consider when evaluating an employee.
- Monitor an employee's performance through the most appropriate way.
- Differentiate between positive and constructive feedback.
- Offer positive and constructive feedback effectively while coaching.
- Implement appropriate reward systems for your employees.
- Simulation Overview: In this simulation, you will meet with Travis Peterson, an Engineer who has been promoted to Project Manager. Travis is a new team leader in a position that is essential to the success of the Division. He has worked hard but has experienced some problems with deadlines and team communication. You need to coach him and monitor his performance to help ensure his success.
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