Coaching for Performance and Development
Early Eagle Rate:
Many managers avoid coaching their staff because: it takes too much time and it's easier to tell them what to do. The same managers would also throw up their hands and say: “Do I have to think of everything?”
The International Coach Definition defines coaching as: “Partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.”
Do you want to…
… stop “thinking of everything?”
… fire up your staff instead of firing them?
… help your staff see and use their capabilities?
… help your staff think of creative solutions on their own?
… help your staff self-correct and learn from mistakes?
… help your staff become accountable for their own performance?
Coaching will help you do this effectively.
Who should attend
- Supervisors and managers
- Human Resource Department
By the end of the workshop, you will be able to:
- Know when to coach and when to use other learning and helping interventions;
- Differentiate between coaching for development and coaching for performance; and
- Practice coaching skills using Real Play not just role play
- The difference between Coaching, Mentoring, Counseling, Consulting, and Training
- Coaching as an act of leadership
- When to coach and when not to coach
- The process of coaching
- Key coaching competencies
- Active and global listening
- Asking powerful questions
- Goal setting
- Accountability building
- Coaching ethics
- How to coach when you only have 10 minutes
Ms. Czarina Teves
brings over 20 years experience of organizational and personal effectiveness work. As organization development consultant, she has worked with both the private and public sectors through workshops at the Ateneo CCE, Development Academy of the Philippines (DAP), and the Civil Service Institute (CSI). These workshops focus on leading change, systems thinking, personal vision and effectiveness, multigenerational workplaces, and coaching and mentoring. Some of these clients include Jollibee Foods Corporation, Globe Telecoms, Mang Inasal, Sykes, D&L Industries, JP Morgan Chase, and Energy Development Corp.
For the public sector, she has led leadership development and change management projects for the Department of Education, the Zuellig Family Foundation, Department of Social Welfare and Development, the Civil Service Commission, among others. Some of the projects were under auspices of AustralianAid.
Ms. Teves is a certified action learning coach with the World Institute of Action Learning and a certified executive coach with Marshall Goldsmith Stakeholder Centered Coaching. Clients include high potential leaders in the private sector being groomed for senior executive positions, heads of agencies, and heads of local government units. She is also a member of the International Globe Federation.