Supervisors procrastinate in coaching or counselling because they’re afraid of hurting employee’s feelings •Coaching or counselling documentation is inconsistent or nonexistent because there hasn’t been consistent management training conducted •Supervisors and managers need to be more assertive in addressing performance issues •Employee development aspect of coaching needs to be improved •Supervisors need to fully understand the principles and benefits of progressive discipline through an effective management skills training course •Coaching or counselling sessions end up in hurt feelings, arguments or disagreements •Managers need to understand how to train their employees better •Managers need to counsel emotional employees more effectively •Supervisors need to remain in control of their emotions when counselling employees Training Solutions: •Improve employee performance and results through a more effective coaching and leadership training
•Enhance feedback and criticism skills that result in changed performance •Establish organizational consistency in formal and informal disciplinary practices •Boost the productivity and quality of individuals and teams •Succeed with angry and emotional employees •Improve the motivation and morale of employees •Safely and legally discipline employees Make your feedback more effective in changing behaviour and performance •Document employee performance, behaviour and attitude safely and consistently •Establish and enforce consistent progressive discipline practices •Choose the right words to improve understanding and reduce defensiveness in coaching or counselling •Document verbal and written warnings consistently and safely •Develop more powerful and effective communication skills •Defuse angry and emotional employees more successfully •Handle difficult and sensitive issues more confidently •Maximize the results of effective criticism •Support supervisors and managers with effective leadership training Coaching ; Counseling Skills for Managers Course Outline: I.
Developing the Foundation for Constructive Leadership 1.
Establishing confidence and trust with our employees 2.
Understanding the influence of management styles on employee behaviour 3. Deal with different personalities more effectively with our management skills training 4. Using common sense motivating factors II. Coaching Employees for Maximum Performance 1. Creating a team vision 2. Making employees accountable and responsible 3. Giving effective positive and negative feedback 4. Using feedback to change employee behaviour 5. Choose the right words for more constructive criticism 6. Gain their commitment to improve 7. 5 step coaching plan III. Counseling Employees to Improve Performance 1. Using performance appraisals to drive improvement 2. Using constructive versus destructive communication 3.
Issuing and documenting formal and informal verbal warnings 4. A 5 step counselling plan 5. Developing a PIP-performance improvement plan that works 6. Legally safe written warning documentation 7. Progressive disciplinary guidelines IV. Difficult Coaching ; Counseling Situations 1. Employees bringing personal problems to work 2. Handle difficult or explosive personalities and behaviours 3. Safely terminate employees who don’t improve 4. Coach employees who are personal friends or former peers 5. Counsel employees who are older than or have more seniority than the manager 6. Deal with chronic complainers and gripers 7. Learn the keys to coaching and leadership