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Coaching for Performance: The Principles and Practice of Coaching and Leadership FULLY REVISED 5TH ANNIVERSARY EDITION: The Principles and Practice of ... FULLY REVISED 25TH ANNIVERSARY EDITION

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Sir John was the pioneer and godfather of coaching in the workplace, including leadership and management training programmes (such as the gold-standard Coaching for Performance programme), creating coaching culturesand establishing the benchmark in executive coaching.His work was the foundation for the birth and explosion of the coaching industry we have seen globally and which is now helping business transform from the inside out. Sir John Whitmore was also a leading figure in the use of transpersonal coaching for leadership development. I recently spoke with the Head of People at a Swedish start-up and she said something very interesting about the role managers play in coaching and building a learning culture. A question that comes to mind here is when would a manager be able to spot these improvement opportunities? When used appropriately, coaching can be a cost-effective approach to development, focusing on specific individuals and their identified development needs. The need to recruit new employees can be reduced by developing the skills of existing employees. Coaching can also improve motivation, leading to a reduction in staff turnover. It sends a positive message to employees that the organisation values its staff, and creates a sense of achievement for both those acting as coaches and those receiving support from a coach. Coaching is most effective when conducted in an atmosphere of trust and respect. Difference Between Coaching and Mentoring Once you have completed all the elements of the Gold Plan and 500 hours of Coaching Experience, you will earn your crown as a Performance Coach (Gold) from Performance Consultants.

In partnership with one of Europe’s leading Business Schools and a large multinational client, Performance Consultants is currently undertaking a study to measure the impact of our in-house Coaching for Performance training on the bottom line as well as the change in management behaviour. Sign up to our Coaching and Leadership Insights Newsletter to receive the report when it is published. Coaching evaluation methodology A tennis pro in a crucial match uses a time-out to confer with her coach, who helps her recognize a weakness in her opponent’s form that she couldn’t see as clearly in the heat of competition.

4 Core Steps in Our Skills-Based Coaching for Performance

A traditional performance management approach where managers and team members meet each other maximum twice a year for the dreaded performance review doesn’t cut it here.

Mentoring in the workplace describes a relationship in which a more experienced colleague shares their greater knowledge to support the development of an inexperienced individual. It calls on the skills of questioning, listening, clarifying and reframing that are associated with coaching. Here are just a few of the benefits your workforce can gain from performance coaching in the workplace: Above all, remember that coaching is more about asking than telling. At each stage, make sure your performance coach resists the urge to tell their assigned employee what to do. Instead, they should focus on continuously asking the right questions, listening, encouraging self-discovery, and challenging them to learn and achieve. Focus on Building Trust

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If you truly want to enable and facilitate employee performance coaching, you need to work on building a coaching culture in your organization first. This is what that looks like: Performance coaching is a very common thing in, for instance, Formula 1 racing. If you watch the moments before the race starts, you’re likely to see Lewis Hamilton or Max Verstappen walk around with someone whose role will be displayed on screen as ‘Performance Coach.’ BERRY, P. (2021) What people professionals should consider when choosing an executive coach. People Management(online). 8 March. With this level of training and experience, you will feel comfortable coaching 1:1 and will have the complete toolkit you need to coach in organizations. This is a great coaching certification to have and will be valued by your organization. If you want to become a professional coach, choose the PCC – see below.

If you’re interested in learning about what performance coaching is or working with a coach to improve your own performance, here are some things you can do: Research an accredited training program near you In a way, employee performance coaching is a form of on-the-job learning. It’s a collaborative process that takes place through everyday interactions between a manager and an employee, but also between employees. Make coaching a core value in your organization. Design a performance improvement plan for each member of your staff. Create an employee recognition program or implement initiatives like pay for performance to show your employees that you care about their development. This will help you develop a high-performance culture that helps your company thrive. Monitor Performance RegularlyPractice makes perfect! An awareness of the importance of performance coaching already puts you ahead of many of your peers. Leaders help others to build their awareness, laying the foundation for their future leadership capability within the team and organization Learn more about how coaching for leaders can provide support to individuals, and by extension, your entire organization. 4 Core Steps in Our Skills-Based Coaching for Performance

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