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HC ResourcesCoachingIntroduction: Personal, individual initiative and curiosity drive learning and development. This "Coaching" web map outlines different facets of coaching leadership and provides web notes or more information below. Use it to learn about "Coaching" as a leadership role. At any time, you can scroll down and consult one of the referred to documents or web sites and then move on back to the outline. We welcome comments and additional materials; send them to robert.joyce@hq.doe.gov and we will build a better "Coaching" resource page based on your insights and your initiative. Why Coaching as a Leadership Role?Because coaching works. Effective coaching develops mission competence and team and individual leadership. See -
Life is "trying things to see if they work." - Ray Bradbury Why the Supervisor as Coach?The first-line supervisor is the key to performance improvement. Coaching gives the first-line supervisor and employees a WIN-WIN result. See -
"Achievement is about me; leadership is about them." - Marshall Goldman Step 1 - Define The End Results
"Start with the end in mind." - Steven Covey One Result of the End-Results Focus: Self-directed employees focused on mission accomplishment and widening and deepening and raising the supervisor's and the work unit's performance capability baseline. Step 2 - ListeningCoaching is built on a relationship and a relationship is built on trust: integrity, honesty, consistency, reliability, and technical competence. "When you listen carefully to another person, you validate them. Once the need for validation is met, people will listen to you and you can influence them."
"Describe to me how that might work." - Thomas Alva Edison Step 3 - Plan, Do, Assess, Act - Edward Deming
Do your employees respect you because you are strong and capable, because in your organization they feel that they are strong and capable and supported or both? Want to Practice First?
TYPE KEY: = PDF, = Gov site, = Non-Gov site, PPT = Powerpoint, DOC = Word Page last updated: 7/20/12 |