Documente Academic
Documente Profesional
Documente Cultură
Performance
Management
Skills
Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall
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Overview
Coaching
Coaching Styles
Coaching Process
Performance Review Meetings
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Establish developmental
objectives
Communicate effectively
Motivate employees
Document performance
Give feedback
Diagnose performance problems
Develop employees
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Solve problems?
Create changes?
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Coaching Styles
Task and
fact oriented
People
oriented
More
assertive
Less
assertive
Driver
Analyzer
Persuader
Amiable
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Coaching Process
Set
Developmental
Goals
Identify
Developmental
Resources &
Strategies
Implement
Strategies
Give Feedback
Observe and
Document
Developmental
Behavior
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Coaching Process:
Steps Covered in Chapter 8
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Coaching Process:
Overview of Remaining Steps
Praise
Negative feedback
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Time
Situation
Activity
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Organizational Activities
to Improve Documentation
of Performance
Good communication plan to get
manager buy-in
Training programs
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Recommendations for
Documentation
Be specific
Use adjectives and adverbs
sparingly
Balance positives with negatives
Focus on job-related information
Be comprehensive
Standardize procedures
Describe observable behavior
Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall
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Giving Feedback
Main purposes:
Help build confidence
Develop competence
Enhance involvement
Improve future performance
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Be timely
Be frequent
Be specific
Be verifiable
Be consistent (over time and
across employees)
Be given privately
Provide context and consequences
Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall
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Provide description
first, evaluation
(Continued)
second
Cover the continuum of performance
Identify patterns
Demonstrate confidence in employee
Allow for both
Supervisors advice and
Idea generation by both
Employee
Supervisor
Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall
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Be respectful
Get right to the point
Wish the employee well
Send the employee to HR
Have the employee leave immediately
Have the termination meeting at the end
of the day
Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall
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Coach
Help employee solve performance
problems
Identify performance weaknesses
Design developmental plans
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System Inauguration
Self-Appraisal
Classical Performance Review
Merit/Salary Review
Developmental Plan
Objective Setting
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1.
2.
3.
4.
5.
6.
7.
8.
9.
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Blaming others
Staring at supervisor
Raising voice
Other aggressive responses
Flight response
Looking/turning away
Speaking softly
Continually changing the
subject
Quickly agreeing without basis
Other passive responses
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To Prevent/Reduce Defensive
Behaviors
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When Defensiveness Is
Unavoidable
Recognize it
Allow its expression
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Quick Review
Coaching
Coaching Styles
Coaching Process
Performance Review
Meetings
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