If you think performance issues will magically vanish into thin air, think again.
Have you ever had a manager who talked with an employee say, one, two,
maybe three times about a nagging performance issue - but no good ever
came from it? Or maybe you're familiar with the manager who chooses to
pretend problems don't exist and ignores them altogether. And then
there's the over-controlling manager who likes to chew out employees
when their performance isn't up to snuff. Unfortunately, these types of
scenarios occur far too often in the workplace and they're a lose-lose
predicament for not only the employee and manager, but the organization
Skilled managers know that the first step to effective
coaching is to establish a rapport based on mutual trust. It's the
foundation of healthy manager-employee relationships and the key to
growth and performance. But that's only the first step. To ensure a
truly productive coaching meeting, managers need to follow a seven-step
This approach to performance coaching doesn't come from gut instinct or
intuition alone. That's why the best place to initiate training is with
the Coaching Skills Inventory. Designed for supervisors,
managers, and team leaders, this assessment measures the ability to
conduct effective coaching meetings and build productive relationships
with employees. With the help of the Coaching Skills Inventory, they develop the ability--and the confidence--to redirect employee behavior and improve everyday performance.
- Building a Relationship of Mutual Trust
- Opening the Meeting
- Getting Agreement
- Exploring Alternatives
- Getting a Commitment to Act
- Handling Excuses
- Closing the Meeting
Presented with 18 everyday coaching situations, managers select the
action response they are most likely to take. Scoring the inventory
produces an Overall Coaching-Effectiveness Profile, and the subscores
measure their skill level in each of the seven steps of the Coaching
Meeting Model process.
The self-assessment takes approximately 20 minutes to complete, and an
additional 40 minutes (minimum) is required for the scoring,
interpretation of results, debrief, and goal setting. You can expand the
learning into a three-hour program using the workshop outline and
PowerPoint presentation that's offered in the Facilitator Guide. Also
included is follow-up assessment you can administer to measure progress
post-training. Trainer certification is not required to administer or
facilitate the Coaching Skills Inventory
Uses for the Assessment
- Identify strengths and weaknesses in the skills needed for effective coaching meetings.
- Compare skill levels with a normative group of managers from a wide range of industries.
- Acquaint managers, supervisors, and team leaders with a seven-step model for effective coaching meetings.
- Help employees to improve their performance through effective performance coaching meetings.
- Measure the development of coaching skills pre- and post-training.
The Coaching Skills Inventory is excellent as a stand-alone learning
instrument or part of a more comprehensive training program. It's
appropriate for use with managers, supervisors, and team leaders. The
Coaching Skills Inventory can also be used with prospective managers to
help them prepare for their coaching responsibilities when they are
Use the assessment to:
- Introduce a new performance management system within an organization.
- Assess the coaching strengths and weaknesses of individual managers.
- Identify the collective skill level of managers within an organization.
- Reinforce performance coaching skills after a training event.
- Examine the effect and results of training using pre- and post-training scores.