Today's leaders recognize the need to maximize productivity in their team and that can only happen when employees are committed and engaged.
It's no surprise that actively engaged employees are 20 to 40 percent more productive in the workplace than those who aren't engaged.
In order to have a team of high-performing and successful employees, you need to know the best techniques to engage and motivate them. Not only does it make your job easier, but coaching greatly improves employee performance when done correctly.
While once considered a "soft" skill, coaching for high performance is now recognized as an effective method that produces better decision-making skills, improved project management, and increased performance while lowering overall turnover.
WHY SHOULD YOU ATTEND?
Many of us came to our roles and positions in life/work with great technical training and experience. It is what made us promotable in leadership roles. But many of us are not very good coaches, we think we are because we are good at doing the work, but it turns out we are not very good teachers, instructors, or coaches.
Not our fault, just not our innate gift. Some people are not the best at performing the tasks or even playing the game (think of any physical activity) but are terrific coaches! Why or How does that happen and make them successful in that arena?
Most outstanding coaches have 4 talents: An understanding of the technical requirements, terrific observational skills, communication, and relationship-building capabilities. And they can link those skills and abilities with the mental and emotional requirements for improving individual and team performance. Do they hold people accountable - Yes!
If you want to improve your team’s performance or that of individuals, even yourself, then perhaps you will find a missing piece in this webinar or an area where as a “Coach” you too can improve. Coaches need Coaches!
AREA COVERED
- Help you understand how to tap into employee commitment
- Unravel what engages and disengages employees
- Detail the 6 key skills necessary for effective coaching
- Share a useable 5-step model for conducting a coaching session
- Clarify the differences between coaching, mentoring, teaching, and directing
- Provide over 44 questions to drive action and accountability
WHO WILL BENEFIT?
- Team leaders
- Managers
- Supervisors
- Directors
- Coaches
Many of us came to our roles and positions in life/work with great technical training and experience. It is what made us promotable in leadership roles. But many of us are not very good coaches, we think we are because we are good at doing the work, but it turns out we are not very good teachers, instructors, or coaches.
Not our fault, just not our innate gift. Some people are not the best at performing the tasks or even playing the game (think of any physical activity) but are terrific coaches! Why or How does that happen and make them successful in that arena?
Most outstanding coaches have 4 talents: An understanding of the technical requirements, terrific observational skills, communication, and relationship-building capabilities. And they can link those skills and abilities with the mental and emotional requirements for improving individual and team performance. Do they hold people accountable - Yes!
If you want to improve your team’s performance or that of individuals, even yourself, then perhaps you will find a missing piece in this webinar or an area where as a “Coach” you too can improve. Coaches need Coaches!
- Help you understand how to tap into employee commitment
- Unravel what engages and disengages employees
- Detail the 6 key skills necessary for effective coaching
- Share a useable 5-step model for conducting a coaching session
- Clarify the differences between coaching, mentoring, teaching, and directing
- Provide over 44 questions to drive action and accountability
- Team leaders
- Managers
- Supervisors
- Directors
- Coaches
Speaker Profile
Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues. Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD …
Upcoming Webinars
Managing Toxic & Other Employees Who Have Attitude Issues
Effective Onboarding: How to Welcome, Engage, and Retain Ne…
Analytical Method Validation Under Good Laboratory Practic…
Do's and Don'ts of Documenting Employee Behaviour, Performa…
Sunshine Act Reporting - Clarification for Clinical Research
Onboarding New Hires: Leverage the Potential of Artificial …
Do's and Don'ts of Giving Effective Feedback for Performanc…
Tattoos, hijabs, piercings, and pink hair: The challenges …
Using Behavior Based Interviewing for Finding the Best Matc…
How to Document Employee Discussions and Why it is Important
Project Management for HR, Administrative Professionals, an…
Stressed Out: How to Handle Conflict, Difficult People and …
Harassment, Bullying, Gossip, Confrontational and Disruptiv…
Marketing to Medicare or Medicaid Beneficiaries - What You …
Understanding the Artificial Intelligence Landscape
Best Practices for Working With Vendors and Suppliers
Accounting For Non Accountants : Debit, Credits And Financi…
Principles & Practices for the Cybersecurity of Legacy Medi…
Independent Contractor vs. Employee New Rule Issued by The …
The Top Ten Excel Functions Everyone Should Know
Ultimate Persuasion Strategies! - Secret Influence Tools & …
Clinical Trial Systems: The Trial Master File (TMF) and Ele…
Dealing With Difficult People In Life & Work
Improving Employee Engagement & Retention Through Stay Inte…
Fair Lending in Q2 2024: new regulations, examinations, and…
FDA Regulation of Artificial Intelligence/ Machine Learning
Form 1099 Update 2024: Latest Forms, Rules and Reporting Re…
Coming Soon - New Minimum Salary Levels for Exempt Employee…
Beyond ‘Illegal’ Interview Questions: What Recruiters & Hir…
Bootcamp for New Managers and Supervisors: Avoid These 7 Mi…
Writing Techniques for Auditors and Risk Management Profess…
Coaching & Retaining Your Talent – Putting the WOW into Qua…
Outlook - Master your Mailbox - Inbox Hero Inbox Zero
Emotional Intelligence: Mastering the Emotions of Great Lea…
Building Fair Chance Hiring Policies in 2024
Effectively Handle Toxic People for Better Productivity and…
Third-Party Relationships: Risk Management: What All Bankin…
HR 101 - Bootcamp Basics for New Human Resource Professiona…
How to Manage and Resolve Conflict in the Workplace
Impact Assessments For Supplier Change Notices
Performance Management with Bottom-Line Results
How to Give Corrective Feedback: The CARE Model - Eliminati…
Human Error Reduction Techniques for Floor Supervisors
Credit Risk Discipline Tools - Implementing 14 Tools for Cr…
FDA Compliance And Laboratory Computer System Validation