Workplace Gold Ch. 16- Coaching Flashcards
Every employee wants to know two things from their supervisor:
- First, they want to know what is expected of them on the job.
- Second, they want to know how the supervisor thinks they are doing at meeting those expectations.
Every employee wants to know two things from their supervisor:
- First, they want to know what is expected of them on the job.
- Second, they want to know how the supervisor thinks they are doing at meeting those expectations.
It is the ethical obligation of every supervisor to provide answers to those two questions. Those answers can come in the form of either:
informal or formal feedback.
Calendar Driven Coaching:
The supervisor schedules the employee coaching session in advance- even if there is no significant issues or problems. During these regularly scheduled coaching sessions, supervisors should discuss their expectations and:
how they think the employee is doing at meeting those expectations.
The supervisor schedules the employee coaching session in advance- even if :
there is no significant issues or problems.
Event Driven Coaching:
Event driven coaching sessions typically are held after any event that the supervisor believes warrants: (5)
- discussion,
- review,
- correction,
- improvement, or
- recognition.
Event-driven coaching sessions are appropriate any time an employee’s attitude:
worsens significantly from the norm for that individual employee and that negative change last for more than a few days.
Event-driven coaching sessions are appropriate any time and employee’s attitude worsens significantly from the norm for that individual employee and that negative change last for more than:
a few days.
A (blank) may be a symptom of a larger underlying problem that deserves your attention.
sudden negative change in attitude
Coaching Basics:
Supervisors should utilize both calendar driven and event driven coaching sessions. In addition to providing advice and support, coaching sessions can be used by a supervisor to build two things that are closely related:
employee confidence and employee competence.
Coaching is not intended to be discipline. In fact, coaching sessions help prevent the need for:
discipline.
Coaching is not intended to be:
Discipline.
In fact, coaching sessions help prevent the need for:
Coaching is also not intended to replace needed personal counseling for:
for mental health, drug and alcohol, PTSD, or other personal issues. Those issues require professional counseling that is far beyond the scope of coaching. If an employee is in need of such counseling provide employees with the appropriate resources.
Coaching is also not intended to replace needed personal counseling for mental health, drug and alcohol, PTSD, or other personal issues. Those issues require professional counseling that is far beyond the scope of coaching. If an employee is in need of such counseling:
provide employees with the appropriate resources.
What are two things every employee want to know from their supervisor?
What is expected from them on the job and how they are doing at meeting those expectations.
What is the ethical obligation of every supervisor regarding feedback?
To provide answers to what is expected and how the employee is doing.
How does coaching help in organizations that use annual performance evaluations?
By minimizing surprises through regular feedback.
What is calendar- driven coaching?
Coaching sessions scheduled in advance, regardless of issues or problems.
What is a growing practice among law enforcement agencies regarding coaching?
Regular monthly coaching sessions with individual subordinates.
What should supervisors discuss during regularly scheduled coaching sessions?
Expectations and how the employee is meeting them.
How might supervisors end a coaching session?
By asking if there is anything they can do to make the employee’s job easier.
What are event- driven coaching sessions?
Sessions held after significant events that warrant discussion, review, correction, improvement, or recognition.
What might prompt an event-driven coaching session?
Completion of a major assignment, employee encountering a problem, or employee’s frustration
When are event-driven coaching sessions appropriate regarding an employee’s attitude?
When the employee’s attitude worsens significantly from the norm for more than a few days.
What should supervisors focus on during coaching sessions?
Behaviors rather than attitudes.
Why should supervisors utilize both calendar driven and event driven coaching sessions?
To provide multiple opportunities to help improve employee performance.
What two things can coaching session help build in employees?
Confidence and competence
How are coaching sessions useful beyond improving performance?
They develop a strong working relationship between the supervisor and the employee.
How do some agencies mistakenly use the terms coaching and counseling?
Interchangeably
What is the intended purpose of coaching?
To prevent the need for discipline.
What should not be replaced by coaching?
Needed personal counseling for mental health, drug and alcohol, PTSD, or other personal issues
What should a supervisor do if an employee needs personal counseling?
Provide the employee with the appropriate resources, such as the agency’s employee assistance program or referral to professional counseling.
What does coaching minimize in organizations using performance evaluations?
Surprised by providing regular feedback.
What is one potential benefit of regularly scheduled coaching sessions?
The provide a format for ongoing feedback.
