Leadership and Supervisory Training

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COURSE DESCRIPTION: Getting ready to take a leadership role is a very challenging transition for anyone. Even when you have already been in a leadership function for some time, change can still set you off-balance. Dealing with a different set of people can be a stressful experience. A new role is always something that can upset our routine. Being a new leader for a team of people who used to be your colleagues can also be challenging. While change can make us feel helpless as if wandering into the unknown, there are also some predictable aspects to change.

In this module, we will explore these as well as other principles that can help you navigate through this journey. We will attempt to understand how it is to influence people, coach them, and develop their skills. We will also identify their differences in communication styles and know how to respond as a leader. We will explore how coaching can empower people and help them feel a sense of accountability in what they do. The approach shall be loosely based on some concepts from the “7 Habit of Highly Effective People” by Stephen Covey, but we shall have it tailored to the Filipino experience.

COURSE METHODOLOGY:  There will be interactive discussions about interesting topics and approaches in leadership. The participants shall be given an opportunity to greatly interact with other participants. There will be sharing of anecdotes and case-studies to make the concepts understandable for a wider audience. Brain-storming sessions, rapid-fire sessions, as well as group reporting shall also be utilized to draw class participation. Multi-media can also be optionally used as appropriate to highlight important topics in the course. The session will run for 8 hours.

WHO SHOULD ATTEND:
     A. Anyone who is interested in learning more about leadership
     B. Managers who would like to learn to empower people through coaching
     C. Experienced managers who coach new supervisors as their direct-reports
     D. New leaders and potential leaders who are about to take the next step

COURSE OUTLINE:

  1. Paradigm Change. A discussion about the changes in perspective one needs to take as a leader in order to take away the rank-and-file mindset. This shall help employees realize that, as a leader, their skill is secondary to their ability to hone other’s skills.
  2. Managing Perception. One of the challenges of a new leader is how to change other’s perspective of you especially when you have just moved up from the ranks. We shall explore how you can make use of this an advantage in your new role.
  3. Understanding Proactiveness. All leaders must have the ability to proactively think of solutions. In this segment we shall explore Stephen Covey’s Habit #1 and use it in our Filipino Experience. We will explore how, when faced with challenges, we should manage our focus and energy.
  4. Communication Styles and Leadership. We shall discover our own communication style and explore the varying communication styles of employees. Then, we shall discover how we can lead each effectively.
  5. We shall define and understand influential coaching then, learn how it should be done efficiently in the office (How often, how to prepare, what to discuss). We will break the usual notion that coaching is about talking and giving information. We will make use of positive communication and discover how it can make a difference for our employee management. Then, we will learn how to coach people by empowering them with decision making and taking action. We will discuss how to use effective probing in order to uncover real-root causes of under performance. Then we will also learn how we can use questions to guide our employees to lasting change. We will relate this to the concept of Habit #5 in Covey’s book.

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Registration Instructions: 

1. Fill out the registration form by clicking here.
2. You may also download the word attachment in the link and send it to publictraining@competad.com
3. Our admin team shall send you shortly the Statement of Account/Confirmation of registration. Sign the statement of account to conform and finalize your registration.
4. Follow the instructions in the statement of account and complete your learning investment deposit.
5. Send the scanned copy of the signed Statement of Account and your deposit slip.
6. Should you need an official Billing Invoice, please call us at (02)34333342.

influential coaching

Coaching for Performance (Influential Coaching Techniques)

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COURSE DESCRIPTION:

A manager’s task is very demanding as it requires a very wide array of skill sets and competencies. You need to have superb attention to details, an analytical way of thinking, excellent customer service, efficient time management, an ability to influence people, and many more. One of the most important aspects of being a manager is understanding how your employees carry out tasks and what attitudes they have toward the job. While none of these are within a manager’s direct control, it is definitely one of the things they must influence. As a manager, it is important to realize and accept that you have a significant responsibility in influencing your employees. To do this, we need to learn proper coaching.
Most managers, regardless of the industry they work in, believe that coaching is only about telling their employees what to do. This sometimes results to failure. This guide to coaching allows managers to see beyond that common notion and understand the full scope of what constitutes effective coaching. The module shall equip both supervisors and managers with the know-how to effectively coach their employees.

This module aims to helps managers (1) improve employee performance by effectively and positively communicating to their employees (2) minimize the need for “employee baby-sitting” by influencing employees and stomping out their learned helplessness (3) potentially minimize attrition by effectively managing employee morale and empowerment (4)build a positive working environment by knowing when to use positive reinforcement and negative reinforcement.

OBJECTIVES:

In this module, supervisors and managers will learn:
• Managing one’s self and attitude for better coaching results
• How employees think and view work
• The Power of positive communication
• What coaching is and how it is done effectively
• When to use coaching VS reprimand

METHODOLOGY:

• Interactive Discussions
• Activities and Exercises
• Real-life scenarios
• Practice Sessions
• Multimedia

WHO SHOULD ATTEND

• Any Managers, Supervisors, and aspiring managers.

COURSE OUTLINE:

I – Understanding the concept of Coaching
A. Prerequisites of Coaching

II – Managing Self and Values Formation
A. Identifying Your Sphere of Control (Survival Activity)
B. Guiding Your Employees Through the Sphere of Control

III – Understanding Our Employees
A. What Motivates our Staff
B. 4 Different Communication Styles
C. Cycle of Learning

IV – Customer Service: A Manager’s Way of Thinking
A. Dimensions of Customer Service (and applying this to coaching)
B. Do’s and Don’ts – What to Say and What Not To Say (when talking to our staff)
C. Articulating Positive Intentions (to Motivate Staff Members)
D. Using Positive Communication11

V – Influencing and Empowering Your Staff
A. The Pygmallion Effect
B. Instant Coaching VS Reprimanding – Which one is appropriate? (3 Factors Affecting Performance)
C. Instant Coaching – Quick Steps/Activity
D. Communicating Our Staff Member’s Opportunities (Correcting Undesired Behaviors Properly)

VI – Final Activity and Debrief

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Registration Instructions: 

1. Fill out the registration form by clicking the link on top of this page. You may also download the MS Word attachment send it to training@competad.com
2. Our admin team shall send you shortly the Statement of Account/Confirmation of registration. Sign the statement of account to conform and finalize your registration and email the soft copy.
3. Follow the instructions in the statement of account and complete your payment.
4. Send the scanned copy of the Statement of Account and your deposit slip.
5. Should you need an official Billing Invoice, please call us at (02) 4333342 or click here for alternative numbers.

Leading Effectively using the Coaching Methodology

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Course Duration: 1 Day Training

COURSE DESCRIPTION:
In today’s business environment, coaching plays a vital role due to a greater appreciation of the value of an organization’s knowledge and human capital. To achieve critical results and remain competitive, many organizations nowadays are seeing the value of coaching not only as a means to shape individual performance but also, increasingly, as a means to build broader organizational capacity.
According to a survey conducted by the Institute of Leadership and Management, 80 percent of companies use coaching as a method to develop their managers. Businesses of all shapes and sizes can use coaching to encourage their employees to sharpen their communication and interpersonal skills, develop their leadership skills, deal more effectively with conflict, and learn how to motivate their employees.
Because of this, coaching needs to be seen as a type of investment in the knowledge capital of the organization, and that employees are like a portfolio of talent in which the manager needs to invest time and energy. Through coaching, managers help each employee focus on developing those capabilities that will contribute most to both individual and organizational success.

COURSE METHODOLOGY:
Creating an environment where employees can learn and use their abilities to the fullest is important not only for the current state of an organization, but also the future. Talented employees who achieve at a lower level often will be the ones to rise and take on leadership roles themselves one day.

Getting employees there requires proper coaching. The goals to do so can be broken down into four main areas:
     1. Know how to have a true dialogue and honest feedback with employees
     2. Learn how to give people their deserved recognition
     3. Realize how you can find talent in others
     4. Find out how to create a motivational workplace

WHO SHOULD ATTEND:
     Team Leaders/ Supervisors
     Managers / People Managers
     Human Resource Managers / HR Leaders
     OD Managers / Training and Development Leaders
     Employee Engagement Managers
     Career Counselors
     Guidance Counselors
     Business Owners
     Company Leaders / Management Team

COURSE OUTLINE:
     
I. Identifying Leadership Practices
II. Leadership Challenges
III. Foundation of Coaching
IV. Building Effective Leadership Coaching Skills
     a) Art of Listening
     b) Intuitive Listening Skills
     c) Asking Powerful Questions
     d) Setting SMART Goals
     e) Problem-Solving Track
V. Reviewing and Developing your Leadership Coaching Plan

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Registration Instructions:

1. Fill out the registration form by clicking the link on top of this page. You may also download the MS Word attachment send it to training@competad.com
2. Our admin team shall send you shortly the Statement of Account/Confirmation of registration. Sign the statement of account to conform and finalize your registration and email the soft copy.
3. Follow the instructions in the statement of account and complete your payment.
4. Send the scanned copy of the Statement of Account and your deposit slip.
5. Should you need an official Billing Invoice, please call us at (02) 4333342 or click here for alternative numbers.

Life Coaching Workshop – Introductory Course

Click Here to REGISTER

 

 
FB - Life Coaching

 

 

This is an introductory course for our upcoming life coaching seminars. This is the perfect opportunity to learn what it is about, and also a good chance to network with other participants.  

In today’s business environment, coaching plays a vital role due to a greater appreciation of the value of an organization’s knowledge and human capital. To achieve critical results and remain competitive, many organizations nowadays are seeing the value of coaching not only as a means to shape individual performance but also, increasingly, as a means to build broader organizational capacity. According to a survey conducted by the Institute of Leadership and Management, 80 percent of companies use coaching as a method to develop their managers. Businesses of all shapes and sizes can use coaching to encourage their employees to sharpen their communication and interpersonal skills, develop their leadership skills, deal more effectively with conflict, and learn how to motivate their employees. Because of this, coaching needs to be seen as a type of investment in the knowledge capital of the organization, and that employees are like a portfolio of talent in which the manager needs to invest time and energy. Through coaching, managers help each employee focus on developing those capabilities that will contribute most to both individual and organizational success.

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Registration Instructions: 

1. Fill out the registration form by clicking the link on top of this page. You may also download the MS Word attachment send it to training@competad.com
2. Our admin team shall send you shortly the Statement of Account/Confirmation of registration. Sign the statement of account to conform and finalize your registration and email the soft copy.
3. Follow the instructions in the statement of account and complete your payment.
4. Send the scanned copy of the Statement of Account and your deposit slip.
5. Should you need an official Billing Invoice, please call us at (02) 4333342 or click here for alternative numbers.

5 Reasons We Fail to Make Our Employees Change

by Philip Nucleus Sia

Our ability to influence and change our employees behavior (or sometimes belief), is mostly dependent in our ability to provide coaching. Coaching is the processes of bringing a valued individual from point A to point B through conversation and collaboration. To some, this is usually an activity we link to sports such as in basketball or foot ball. In the Philippines, we can see on television that the basketball coach is mostly the only person talking and strategizing for the players. He tells everyone what they need to do and what position they need to take. While this approach can be effective in this area, it may be challenging to apply the same in the workplace where the coaching needs to take effect not only for an hour but longer spans of times. Aside from these, there are many other things that make coaching at work very challenging.

Change

Coaching is meant to provide support, guidance, and empowerment. It must be a positive employee experience. It is not only done to correct errors and avoid its repetition, it is also a tool to encourage the replication of positive work behaviors. In order for us to ensure that coaching becomes the tool it is meant to be, it is important to understand what challenges us in coaching so that we can work on these and create a positive environment for our staff.

Time and Consistency. In a world where there are so many things we need to accomplish, work has taken so much of our time that we sometimes assume that everyone can certainly do what they are hired to do at the level we want. As a result, coaching becomes the last thing in our bucket list. We rarely spend time providing people development. Most of the time, coaching is done only when an employee makes a mistake. As a result, they tend to see coaching as a way for managers to reprimand them. Coaching becomes a negative experience. To avoid this from happening, managers need to see coaching as an important tool; a key task that will make their life easier. It is important to spend a consistent amount of time providing people with feedback and coaching. So do your coaching weekly or monthly. If you have the time, daily is also good. This makes people aware that you are there to support them. 

Don’t Know What To Coach. Some managers do not spend time on coaching as they do not see what else needs to be talked about when employees didn’t do anything wrong. Talking to employees is also sometimes seen as a futile activity with not much business value. This is actually the contrary because, as long as it isn’t gossip, talking to employees regardless the topic does help build rapport and makes a leader more influential to them. While coaching is usually a discussion of possible improvement points for the employee, it can also be a conversation to celebrate an employee’s success. Yes, coach them and talk about the good things they accomplished. Use this conversation to empower them. Be specific about what behavior you think they did well so that they can replicate these.

Saying the Bad News. As coaching is mostly done to correct undesirable behaviors, it sometimes requires us to communicate uncomfortable and less-than-desirable issues. As Filipinos, there are two pitfalls for such. One is that we are culturally not very confrontational. Arguing, regardless the topic, is seen in our culture as disrespectful. However, we fail to see that arguments when in terms of ideas can be a healthy avenue for growth and development. For a coach or manager, it is important to be ready for responses when we have to provide negative feedback and focus the direction of the conversation on what can be productively done despite the bad news. Two, Filipinos take everything, including our jobs, personally. We tend to think that any comment and feedback about our work is personal and we get hurt hearing them. The internet is a living proof of this. When any other nations try to attack Filipinos through comments in social media, we tend to defend ourselves a lot. This is not different from when we receive coaching. Therefore, a manager’s challenge is to ensure that while the coaching targets opportunities for growth, the delivery of the feedback is positive and constructive. It has to provide encouragement and should be blame-free. 

It’s about Listening Not Talking. In Stephen Covey’s book, The 7 Habits of Highly Effective People, he describes that we should seek to understand before we seek to be understood. Because they have seen it done by sports coaches, some managers think that they are the only one privileged to talk. They provide solutions without asking questions and without identifying the root cause of the issues. This is a true challenge because we sometimes think that our experiences are the same as others. Even the smartest managers sometimes overlook that the challenge for the rank-and-file isn’t doing the task but at times understanding the big picture. As a coach, it is important to ask people about their challenges, their understanding, and what they think can be a good solution to issues. By asking questions, not only do we encourage positive communication and an open conversation, we are also teaching our employees how to think on their own which gives a lot of benefits in the long run.

Keeping an Atmosphere of Trust and Positiveness. When issues arise, some managers can lose their patience quickly. That is all right. After all, we are only human. What separates a good manager from an average one is how he responds and handles the situation. When coaching people, what is most essential is that we create a change; not letting loose of our anger. Some managers overlook this. They vent and then tell people what to do. This makes people work because of fear. While some managers can get away with that, fear instills short-term commitment. When you make people fear you, they will do the right behavior while you are around – what they do when you are away is another story. When coaching, it is important to make people reflect on their errors. Ask them what they think went wrong and how they can make a difference. Once the conversation is done and you have both agreed on a solution, verbalize that you trust in their abilities to make a change and offer your support when needed. This will ensure that your coaching becomes a relationship builder that fosters trust and positiveness in your workplace.

There are many other potential challenges in the workplace when it comes to coaching, but if you are able to address these five basics, then you are on your way to becoming truly successful in managing your employees’ behaviors and performance. Remember that the skill of a true leader is to effectively influence others to follow goals without forcing them and by making them feel that they, as members, can truly make a difference.

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If you would like to learn more about coaching and how you can be influential to your employees, please take a look at our calendar for any upcoming schedules on our Influential Coaching Techniques Workshop. For inquiries, call (02) 433 3342 or thru mobile at (0998) 562 4984 to 85.

Communications for Employee Empowerment

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COURSE DESCRIPTION:

A manager’s task is very demanding as it requires a very wide array of skill sets and competencies. You need to have superb attention to details, an analytical way of thinking, excellent customer service, efficient time management, an ability to influence people, and many more. One of the most important aspects of being a manager is understanding how your employees carry out tasks and what attitudes they have toward the job. While none of these are within a manager’s direct control, it is definitely one of the things they must influence. As a manager, it is important to realize and accept that you have a significant responsibility in influencing your employees. To do this, we need to learn proper coaching.
Most managers, regardless of the industry they work in, believe that coaching is only about telling their employees what to do. This sometimes results to failure. This guide to coaching allows managers to see beyond that common notion and understand the full scope of what constitutes effective coaching. The module shall equip both supervisors and managers with the know-how to effectively coach their employees.

This module aims to helps managers (1) improve employee performance by effectively and positively communicating to their employees (2) minimize the need for “employee baby-sitting” by influencing employees and stomping out their learned helplessness (3) potentially minimize attrition by effectively managing employee morale and empowerment (4)build a positive working environment by knowing when to use positive reinforcement and negative reinforcement.

OBJECTIVES:

In this module, supervisors and managers will learn:
• Managing one’s self and attitude for better coaching results
• How employees think and view work
• The Power of positive communication
• What coaching is and how it is done effectively
• When to use coaching VS reprimand

METHODOLOGY:

• Interactive Discussions
• Activities and Exercises
• Real-life scenarios
• Practice Sessions
• Multimedia

WHO SHOULD ATTEND:

• Any Managers, Supervisors, and aspiring managers.

COURSE OUTLINE:

I – Understanding the concept of Coaching
A. Prerequisites of Coaching

II – Managing Self and Values Formation
A. Identifying Your Sphere of Control (Survival Activity)
B. Guiding Your Employees Through the Sphere of Control

III – Understanding Our Employees
A. What Motivates our Staff
B. 4 Different Communication Styles
C. Cycle of Learning

IV – Customer Service: A Manager’s Way of Thinking
A. Dimensions of Customer Service (and applying this to coaching)
B. Do’s and Don’ts – What to Say and What Not To Say (when talking to our staff)
C. Articulating Positive Intentions (to Motivate Staff Members)
D. Using Positive Communication11

V – Influencing and Empowering Your Staff
A. The Pygmallion Effect
B. Instant Coaching VS Reprimanding – Which one is appropriate? (3 Factors Affecting Performance)
C. Instant Coaching – Quick Steps/Activity
D. Communicating Our Staff Member’s Opportunities (Correcting Undesired Behaviors Properly)

VI – Final Activity and Debrief

Influential Employee Coaching and Mentoring for Managers

REGISTER

COURSE DESCRIPTION:

A manager’s task is very demanding as it requires a very wide array of skill sets and competencies. You need to have superb attention to details, an analytical way of thinking, excellent customer service, efficient time management, an ability to influence people, and many more. One of the most important aspects of being a manager is understanding how your employees carry out tasks and what attitudes they have toward the job. While none of these are within a manager’s direct control, it is definitely one of the things they must influence. As a manager, it is important to realize and accept that you have a significant responsibility in influencing your employees. To do this, we need to learn proper coaching.
Most managers, regardless of the industry they work in, believe that coaching is only about telling their employees what to do. This sometimes results to failure. This guide to coaching allows managers to see beyond that common notion and understand the full scope of what constitutes effective coaching. The module shall equip both supervisors and managers with the know-how to effectively coach their employees.

This module aims to helps managers (1) improve employee performance by effectively and positively communicating to their employees (2) minimize the need for “employee baby-sitting” by influencing employees and stomping out their learned helplessness (3) potentially minimize attrition by effectively managing employee morale and empowerment (4)build a positive working environment by knowing when to use positive reinforcement and negative reinforcement.

OBJECTIVES:

In this module, supervisors and managers will learn:
• Managing one’s self and attitude for better coaching results
• How employees think and view work
• The Power of positive communication
• What coaching is and how it is done effectively
• When to use coaching VS reprimand

METHODOLOGY:

• Interactive Discussions
• Activities and Exercises
• Real-life scenarios
• Practice Sessions
• Multimedia

WHO SHOULD ATTEND

• Any Managers, Supervisors, and aspiring managers.

COURSE OUTLINE:

I – Understanding the concept of Coaching
A. Prerequisites of Coaching

II – Managing Self and Values Formation
A. Identifying Your Sphere of Control (Survival Activity)
B. Guiding Your Employees Through the Sphere of Control

III – Understanding Our Employees
A. What Motivates our Staff
B. 4 Different Communication Styles
C. Cycle of Learning

IV – Customer Service: A Manager’s Way of Thinking
A. Dimensions of Customer Service (and applying this to coaching)
B. Do’s and Don’ts – What to Say and What Not To Say (when talking to our staff)
C. Articulating Positive Intentions (to Motivate Staff Members)
D. Using Positive Communication11

V – Influencing and Empowering Your Staff
A. The Pygmallion Effect
B. Instant Coaching VS Reprimanding – Which one is appropriate? (3 Factors Affecting Performance)
C. Instant Coaching – Quick Steps/Activity
D. Communicating Our Staff Member’s Opportunities (Correcting Undesired Behaviors Properly)

VI – Final Activity and Debrief

Employee Coaching and Mentoring

Communicating like a Leader – Positive Communication and Coaching

COACHING & MENTORING FOR PEAK PERFORMANCE

Course Description:

Over time, the world of the manager/supervisor has grown increasingly complex. Competitive strategy has now become increasingly global in context. Above all, managers/supervisors are now expected to be leaders, team builders, coaches, mentors and an inspiration to their staff, in addition to being decision makers and risk takers.

What resources should the manager/supervisor turn to in his/her quest to build, maintain, and develop this super hero’ status? This is the subject of this 1-day program, focused specifically to develop the coaching and mentoring capability.

Course Objectives:

  • To improve knowledge and skills on coaching & mentoring;
  • To assess the present coaching & mentoring styles and its strengths and weaknesses;
  • To identify specific ways to build a coaching & mentoring atmosphere.

Who Should Attend

Coaching and mentoring is not easy – it takes a lot of hard work and a fair amount of patience. Every supervisor/manager whose coaching and mentoring skills are not yet refined will benefit from this course.

 

Program Contents:

EFFECTIVE COACHING

Lesson 1: Fundamentals of coaching

  • Coaching overview
  • Coaching foundation and strategy
  • Know When to Get Involved – Learn to Assess Needs
  • Learn Key Areas Where You Must Focus Most of Your Attention
  • Be Able to Explain the Difference between Bosses and Coaches

Lesson 2: Coaching diverse employees

  • Personality styles
  • Style Profile – Job Style Indicator (Evaluation & Analyzing your Style)
  • Coaching in the Filipino Corporate Culture

Lesson 3: The coaching process

  • Prepare for the Outcomes
  • How to Start and Finish Your Coaching Sessions
  • Levels of Accountability
  • Stay on Topic Even in Confusing Exchanges
  • Control Emotional Outbursts
  • Ask the Right Questions at the Right Time

 

EFFECTIVE MENTORING

Lesson 4.  Mentoring

  • Mentoring overview
  • Mentoring foundation and strategy
  • Understand the Role You are Taking in the Coaching Situation
  • Execute the Proper Referral and the Appropriate Handoff
  • Understand Your Role in the Post-Referral Process

Lesson 5. Benefits of Good Coaching and Mentoring

  • Diagnose Performance Problems
  • Correct Unproductive Behavior
  • Analyze and Correct More Serious Behavioral Problems
  • Promote Self-Development
  • Develop employee Competence
  • Create Working relationships That Are Productive
  • Increase performance and improve morale immediately after the session

Coaching People and Maximizing Your Influence

CoachingClipart

by Philip Nucleus Sia I

When you hear the word coaching, what probably comes to mind is the idea of telling people what they need to do, like in a basketball team’s huddle. So when you take on a role in the corporate world that requires leading people, you’d probably see it normal that bosses would do the same. While it is true that you sometimes need to give instructions to people, there is more to it than just that. Let us learn and see what other things comprise the recipe for good coaching so we can be more influential in leading people.

Coaching involves building a relationship. As a pre-requisite to coaching, it is important that you know who you will coach. Knowing their personality will help you choose the right words and the motivational points that will influence the person. While you do not need to know every minute detail about the person to achieve this, you have to learn about the reasons that your employee is working with you. Every person has a dream or a goal, albeit some are not aware how they can achieve them. As a leader, you have the power to help the person realize those goals by guiding them. Let them see how their actions now can help them get to those goals. When doing your coaching, you can connect their personal goals to the tasks they need to do. This provides them with the inspiration to work on tasks with less supervision. In a country like the Philippines, where we value the concept of “pakisama” (getting along with others) very much, being a leader requires that you know who you are working with in order to be effective. So go talk to your direct reports about personal matters, say hi to them every day. Thank them for coming to work. Ask them about how their family members are doing. It isn’t prying into their privacy. It is learning more about them so you would know how to help them.

Coaching requires listening. While it can be tempting to be the one talking during your coaching session, it woulld be great to show your employees that you can listen. You have probably experienced at a certain point working with a manager who only gives orders. How does it make you feel? Does his actions positively influence how you work? Does it inspire you? Needless to say, very few people would like someone who does not listen. When you listen, not only do you encourage the person to see you positively, it also allows you to filter between excuses and real reasons. Ask questions to solicit a conversation. Let the person tell you what happened based on their perspective. This will allow the person to think through and reflect on their own mistakes. Not all questions are good however so you have to be cautious about what you ask. Questions that assume that the employee is at fault may result to further damage such as, “Why didn’t you do anything about it?” Questions that start with “Why” generally encourage a defensive behaviour so stay away from questions like those — use What, Where, When, and How. Questions such as, “What happened?” “Where do you think you can make a difference?” or “How could you have helped the situation?” are very powerful questions that allow your employees to reflect. Encouraging this kind of reflective thinking helps people get out of their learned helplessness, which may minimize your supervising work later on. It is important to ask questions that are blame-free and neutral.

Coaching must have a call for action. After each of the coaching sessions, it is important that we ask the person what they will do if they are faced with a similar situation. This allows you to check what learning they got from your coaching. This also provides them with accountability and ownership for their promised solution. If the action solely came from the leader, employees may be impartial about the required action thereby resulting to a lower level of commitment. This commitment increases when the leader knows how to solicit an action item coming from the employee themselves. Sometimes, when employees could not come up with solutions, it is important for a leader to guide the employees through a series questions. Your ability to do this will help improve your scope of influence among your direct reports.

If you would like to learn more about how you can be a more effective coach to your direct reports, or if you would like to learn the art of asking questions that will guide your employees, you may attend our workshop on coaching. We also offer in-house workshops. Please contact us through (02) 433 3342 or (+63) 998 562 49 85.