BreakThroughs in Coaching™
Coaching is an investment in people. When done effectively, great Coaches inspire, they connect others with the source of their power and their ability to achieve what they may have thought impossible. A Coach’s job is to generate a space for discovery and support others in applying their talents purposefully to achieve greatness. In so doing, a genuine purpose is realized and performance improvement is a purely positive byproduct of an otherwise straightforward conversation about commitment. Coaching is indeed a skill that can be learned, but it requires context and practice.
Managers are asked to do a lot, but their most fundamental task is to move people. Whether that be through change or to a higher level of performance, we ask the world of our managers. Now, most would exercise positional power (authority), or lean on tried communication tactics (persuasion) to push people to where they want them to go. Yet, that rarely yields long-term results and sends a clear message to people that the work is more important than the person.
Coaching requires managers give up traditional power plays and authentically relate to people in a way that expresses their care and commitment to the other’s success. Through coaching, managers connect others to the areas they are perhaps blind to that have them stuck and thus are holding them back from fulfilling on their commitments and delivering outstanding results. Some people need guidance, some need sharper skills, and still others need coaching in order to transform behavior.
The good news is that with practice Coaching becomes natural and individual outcomes far exceed what could reasonably be expected. The art of Coaching is knowing how to approach each individual, not what to say, but how through listening, inquiry and discovery the opportunities for that specific person are uncovered and made tangible so that strategies and methods to resolve issues are set and the barriers to peak performance are removed.
When managers practice not controlling a conversation, or the outcome, with an employee they realize that the result they have been so frustratingly pursuing is somehow now more real to the person, and most importantly, they have a genuine desire to achieve it. When ego and position are removed from the equation, results have room to show up and greatness is effortless.
BreakThroughs offers a very practical 2-Day Coaching program: BreakThroughs in Coaching™: Manager as Coach. This program is specifically designed to demonstrate and teach Managers how to choose the most effective approach, and appropriately prepare Managers to conduct coaching conversations. By building confidence and expanding their capacity to Coach, we educate individuals through a combination of powerful skills and techniques on how to connect people with great achievement thus increasing their overall performance, productivity and effectiveness on the job.
- A survey of 100 executives by professional services firm Modis, found that the organizational benefits from coaching translated to:
- Improved Relationships: 77%
- Improved Teamwork: 67%
- Improved Job Satisfaction: 61%
- Improved Productivity: 53%
- "The median ROI for executive coaching in companies is 7 times their initial investment." -- PricewaterhouseCoopers and the Association Resource Centre Inc. (2009)
- "Executives from FORTUNE 1000 companies who had participated in executive coaching for 6–12 months were surveyed to determine the ROI of the coaching that they had received. Asked for a conservative estimate of the monetary payoff from the coaching they got, these managers described an average return of more than $100,000, or about 6 times what the coaching had cost their companies." -- Fortune Magazine (2001)
- "This was the recharge I needed in order to continue to bring my enthusiasm back to the team. I have taken another look at how I coach, tried to be a better listener, and have been more effective in coaching my people."
- "This year my team has delivered about $7M over what we sold last year. I attribute the coaching skills I learned in your program with the increase in performance!"
- "Best example of how the Program has helped me is how I was able to use what was learned to move someone who was on a performance improvement plan to the top performer in my branch."
- "I have conducted coaching sessions with all 12 of my team members. This has given me the opportunity to convey my expectations for doing their job, my observations and what we need to focus on. This has provided me a more objective manner for measuring performance, providing ongoing feedback and positively impacting results."
- What Coaching is and is not
- The benefits of effective Coaching conversations
- The 4 major functions of management in relationship to Coaching
- Practical tools and know how to prepare for and conduct a Coaching conversation
- How to relate to differences and respond to resistance
- How to build accountability through commitment