Coaching Examples
Objectives & Outcomes
Anita's Coaching Programme
Anita has been seconded to the position of area sales manager and will now manage what were her peers. There is a general perception that the team is dysfunctional and a concern that, despite Anita’s high potential, she may struggle to step up as their leader. KJE Coaching were hired to support Anita’s personal development whilst on secondment. Anita ended the year as top sales manager within the company and was given the position on a permanent basis.
Session 1
Anita’s Agenda
Outcomes
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Agreed the coaching contract, expectations and how we work together, goals for the coaching programme
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Overview of the team & challenges ahead - possible need for conflict management for a dysfunctional team
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Explored “contracting” with each individual on forthcoming 1:1 meetings
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Discussed how to approach expectation setting with Paul
Session 2
Anita’s Agenda
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Increased confidence and knowledge of how to have discussions with each member of the team (some useful words & phrases to set the scene and the tone)
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Led an open and honest discussion with Paul about previous challenges and set the tone for how to work together positively and productively moving forward which has gone really well in the last 5 months
Outcomes
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Review of previous actions, successes & learnings
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Discussion of poor performers, by individual, and the use of PIPs (Jane, Chirac & Lisa)
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Discussion re Shaz’s behaviour
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Action to explore more with each person to truly understand what’s going on
- Increase comms with individuals -
Increased knowledge of content / minimum expectations for a PIP
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Get examples of good PIPs from other managers / HR
Session 3
Anita’s Agenda
Outcomes
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Review
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Setting up 1st regional meeting
- Think of utilising resources other than self to present & using creative methods (eg a debate)
- Creating a different environment (use of music) -
Explored use of the “well formed outcome” model to set the measures of success for the team (looks like, sounds like , feels like) Use this moving forwards as a reference doc if required to reign in any negative behaviours
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A clearer idea of how to run 1st regional meeting & set up for future success
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Knowledge of the WFO model
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Review/read PDR guidelines document from KJE
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Utilised the WFO for a session at regional meeting on what success looks, sounds and feels like in 2019 which helped form a Team vision
for how we’re going to get there in terms of behaviours and values -
The session above worked really well and the meeting feedback gained really positive feedback from the team in terms of the open platform to discuss recognise and positively challenge one another
Session 4
Anita’s Agenda
Outcomes
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Review previous
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Work/Life balance
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Action planning with Jane & Chirac
(how to handle, what next?) -
Team behaviours
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Managing Natasha
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Coaching a sales process & field visit best practice
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Improved confidence in progress made to date and difficult decisions made around probation
extensions for Jane and Chirac -
Clarity re next steps in terms of how to approach and monitor progress of those on performance
plans whilst balancing needs of rest of team -
Value of contracting and recontracting
Session 5
Anita’s Agenda
Outcomes
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Review
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Brief discussions on coaching techniques & coaching conversations
- The GROW Model & GoMad
- Coaching limiting beliefs
- Using a “performance profile” as part of an individuals personal development plan
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Increased awareness of some coaching tools and models
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Read “coaching limiting beliefs” handout from KJE & NLP pocketbook
Session 6
Anita’s Agenda
Outcomes
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Review of previous actions and in depth review of all sessions to date, celebrating successes, acknowledging learnings and thinking next steps
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Personal development Plan with action plan
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The coaching programme has enabled me (Anita) to: “re energise, put things into perspective, learn to focus on what’s in my control, have protected time to reflect on what
I’m doing & discuss case-studies in depth. Its built my confidence & given me additional clarity”