Coaching and Counselling Skills for a Manager Essay

Supervisors lengthen in coaching or counselling because theyre afraid of hurting employees feelings instruct or counselling documentation is inconsistent or nonexistent because there hasnt been consistent focal point didactics conducted Supervisors and managers take on to be much assertive in addressing performance issues Employee development aspect of coaching postulate to be improved Supervisors need to fully understand the principles and benefits of progressive discipline through an good management skills training course Coaching or counselling sessions end up in hurt feelings, arguments or disagreements Managers need to understand how to train their employees better Managers need to counsel emotional employees much effectively Supervisors need to remain in control of their emotions when counselling employees Training Solutions Improve employee performance and results through a more effective coaching and leadership trainingEnhance feedback and criticism skills that res ult in changed performance launch organizational consistency in formal and escaped disciplinary practices Boost the productivity and quality of individuals and teams comply with angry and emotional employees Improve the motivation and morale of employees Safely and legally discipline employees Make your feedback more effective in changing behaviour and performance Document employee performance, behaviour and attitude safely and consistently Establish and enforce consistent progressive discipline practices Choose the right words to improve apprehension and reduce defensiveness in coaching or counselling Document verbal and written warnings consistently and safely Develop more powerful and effective communication skills Defuse angry and emotional employees more successfully Handle difficult and sensitive issues more confidently Maximize the results of effective criticism Support supervisors and managers with effective leadership training Coaching Counseling Skills for Managers Co urse Outline I. Developing the Foundation for Constructive leadership 1. Establishing confidence and trust with our employees 2.Understanding the influence of management styles on employee behaviour 3. Deal with different personalities more effectively with our management skills training 4. using common sense motivating factors II. Coaching Employees for Maximum mathematical operation 1. Creating a team vision 2. Making employees accountable and responsible 3. Giving effective positive and detrimental feedback 4. Using feedback to change employee behaviour 5. Choose the right words for more constructive criticism 6. overhear their commitment to improve 7. 5 step coaching purpose III. Counseling Employees to Improve Performance 1. Using performance appraisals to drive improvement 2. Using constructive versus destructive communication 3.Issuing and documenting formal and informal verbal warnings 4. A 5 step counselling plan 5. Developing a PIP-performance improvement plan that w orks 6. Legally safe written warning documentation 7. Progressive disciplinary guidelines IV. Difficult Coaching Counseling Situations 1. Employees bringing personal problems to work 2. Handle difficult or explosive personalities and behaviours 3. Safely stop employees who dont improve 4. Coach employees who are personal friends or former peers 5. Counsel employees who are older than or have more seniority than the manager 6. Deal with chronic complainers and gripers 7. Learn the keys to coaching and leadership