No matter how large your organization, department or team, it’s ultimately composed of individuals; individuals whose performance can contribute to success or inhibit success. As a supervisor-manager, your ability to uncover PCO’s (Problems, Challenges & Opportunities), pinpoint critical behaviors, engage in conversations that help shift perspective and inspire, and provide consistent ongoing support, is what determines how engaged your people are and their ability to produce consistently better results over time.  Get ready to unlock your people’s true potential and drive results.

What You’ll Learn

1. The Coaching Philosophy: Helping individuals excel and achieve results

   • Myths and realities of effective coaching.
   • The 16 reasons employees don’t do what they are suppose to.
   • Why people resist coaching and how to overcome resistance.
   • Formal vs. informal coaching strategies.
   • The 4 Traits of great coaches.

2. The Coaching Actions: Four critical leadership skills

   • Approach and Coach using the What, Why & How feedback model.
   • Involve the coachee through the art of asking questions.
   • Active listening to ensure shared understanding.
   • The Five Coaching Roles (when and how to use them)

3. The PEAK Coaching Process: Tracking and measuring success for quick gains.

   Pinpoint

   Performance PCO (problem, challenge, opportunity)
   Current and future behaviors needed for a new result.
   The impact on the business.

   Explore

   The cause of the behavior.
   Is the behavior a result of ability or motivation or both? Which coaching role?
   Do an ABC anaylsis to uncover triggers and consequences for the current and future behavior.

   Agree

   On a coaching plan with the coachee.

   Kaizen

   Monitor results, provide feedback, scheduled 1-1 coaching sessions.

Who Should Attend:

Leaders that …

• Believe in definition of what the “best” can look like for their direct reports, team, even themselves – is always changing.
• Are looking for a proven process for improving performance, on an ongoing basis. Not just once or twice a year.
• Are interested in supporting and holding people accountable – rather than policing.
• Are committed to improving the performance of every individual under their care, and helping even their best get better.
• Intend on taking Ivey Coaching at some point in their career.