Team building Performance Coaching PDF Print E-mail
Performance Coaching Team building
 

 


The Manchester Survey of 140 companies shows 9 in 10 executives believe coaching to be worth their time and money. The average return was more than $5 for each $1 spent on coaching.

The Team Building THAi performance coaching process helps individuals gain a deep understanding of how personal behaviors impact coworkers and one's ability to achieve results. This understanding leads to greater effectiveness.

 

 

The length of the process is determined by individual need and can last for several weeks or entire year. Coaching sessions may take thirty minutes or two hours. Fifteen-minute phone calls often supplement longer interactions. Coaches provide appropriate assessment tools to raise awareness and help the coachees meet their objectives. Tools may include a listening profile, an emotional intelligence assessment, or 360-degree feedback.

 

 

A Team Building THAi performance coach will help individuals appreciate natural strengths, analyze past performance, uncover negative tendencies, and position oneself for future success. The coach will help identify areas in which full potential is not being realized. The forward-looking component of the coaching process helps to clarify one's personal vision, anticipate obstacles, and plan for short-term results and long-term success.

 

 

The Coaching Process

While each coaching process is based on the individual's specific needs, the following is a typical framework:

The first session acquaints the individual with the coaching process and the Team Builders Plus performance coach. The coachee will share his or her specific challenges and together, they will begin the process of identifying core issues. Also, specific objectives for the process will be outlined. Subsequent sessions will target key challenges and skill deficiencies. In each session, progress will be discussed and blockers will be addressed. The coach will offer proven techniques and the coachee will develop strategies for reaching goals.

 

 

Depending on the individual, various assessment tools may be used to help the individual to gain insight into their behaviors and leadership style. The Team building THAi style Behavioral Profile may be used to heighten awareness of the individual's behavior and create an awareness of how one's behaviors impact others. 360-Degree Feedback may used to identify how others perceive the individual and gain specific insights of the needs of the coachee's manager, peers and direct reports.

 

 

Typical steps in the coaching process include:

1) Coaching Process Launch

a) The coach speaks with the coachee's manager to identify issues and expectations. The manager learns about their crucial role in the development process.
b) The coach speaks with the coachee to discuss the process, build the coaching relationship, and discuss needs and goals.
c) The coach speaks with the coachee's peers and direct reports to gain their support throughout the process and explain their role in the 360-degree feedback assessment if needed.

 

 

2) Review and discuss the coachee's behavioral style and examine its impact on how the Coachee approaches people and tasks.

3) Administer 360-degree feedback survey to the coachee, his/her manager, peers and direct reports.

4) Discuss 360-degree feedback results, create a detailed improvement plan, and establish a performance log for tracking progress.

5) Discuss ongoing performance improvement strategies, successes, and challenges in a series of one-on-one coaching interactions.

6) At the end of the process, re-administer 360-degree feedback to determine progress and set next-level goals.

 

 

Development Planning

At its heart, changing attitudes and behaviors are the keys to the success of the coaching process. The coach will guide the coachee by increasing awareness and creating action.

The development planning process guides coachees to identify:

  • Natural behavioral strengths so that the coachee can build upon them
  • Behavioral blind spots that inhibit performance or relationships
  • Goals that will best address core needs
  • The setting in which development areas are weakest
  • Behaviors that the coachee needs to stop, start and continue
  • Strategies to remember to take pre-determined actions
  • Potential obstacles and proactive steps to remove them
  • Expected benefits of taking action
  • Timeline for reviewing progress
 

 

The Results

In the end, coachees more equipped to handle day-to-day and long-term business challenges. By truly embracing the coaching process, coachees will:

  • Identify the barriers that have minimized success in the past
  • Develop skills based upon natural style and talents
  • Improve performance for themselves and their direct reports
  • Gain confidence in their role and their career
  • Achieve career objectives by developing the competencies to help them as a leader