The Manager's Pocket Guide to Workplace Coaching

Table of contents

1. Title
2. Acknowledgments
3. Table of contents
4. Introduction
5. Section 1: The Manager as Coach
   1. Coaching in the Workplace
      1. Case Example
      2. Self-Assessment Questions
   2. Different Roles for Managers
      1. The Planner Role
      2. Case Example
      3. The Problem Solver Role
      4. Case Example
      5. The Information Handler Role
      6. Case Example
      7. The Director Role
      8. Case Example
   3. Coaching Pitfalls
6. Section 2: The Approach of a Coach
   1. A Coach Is Deliberate and Prepared
      1. Understand the Reasons for Coaching and Have Clear Goals
      2. Take the Time to Plan How to Approach the Employee
      3. Keep a Written Record
      4. Case Example
   2. A Coach Strives to Be a Great Communicator
      1. Factors Leading to Communication Distortions
      2. Reading Others
      3. Communicating with Flexibility
      4. Case Example
   3. A Coach Makes the Coaching Process Mutual
      1. Have a Balanced Give and Take
      2. See Mistakes as Learning Opportunities
      3. Be Available and Accessible
      4. Make Agreements
      5. Follow Through on Your Commitments
      6. Case Example
   4. A Coach Is Always Looking for Opportunities to Coach
      1. The Focus
      2. The Setting
      3. The Timing
      4. Case Example
   5. A Coach Builds a Coaching Environment
      1. Positive Reinforcement and Motivation
      2. Giving Change Time
      3. Encouraging Growth
      4. Case Example
   6. Applying the Approach of a Coach
      1. Evaluating the Responses
7. Section 3: The Coaching Process
   1. Gathering Information
      1. On-Site Observation
      2. Find Out How the Employee Thinks
   2. Setting the Stage
      1. The First Time
      2. In a Formal Coaching Meeting
      3. In an Informal Coaching Meeting
   3. Encouraging Self-Assessment
      1. Regular Self-Observation
      2. Focus on All Aspects of Performance
   4. Clarifying Goals
      1. Identify Technical and Process Developmental Goals
   5. Exploring Perspective
      1. Watch Out for Limiting Assumptions
      2. Discovering New Outlooks
   6. Creating a Feedback Loop
   7. Knowing When to Move On
      1. Case Example
8. Section 4: Coaching Conversation Skills
   1. Focused Listening
      1. Expand Your Reception
      2. Step into the Other Person’s Shoes
      3. Dig Deeper into the Message
   2. Paraphrasing
   3. Reflection of Feeling
   4. Active Inquiry
      1. Open-ended vs. Closed-ended Questions
      2. Pinpointing Questions
   5. Giving Feedback
      1. Guidelines for Giving Constructive Feedback to Employees
      2. Applying the Guidelines for Giving Constructive Feedback
      3. Evaluating the Responses
      4. Feedback Assessment
   6. Process Communication
      1. Pay Attention to Nonverbal Messages
      2. Identify What Is Happening, Not What Is Being Discussed
      3. Make a Clear, Nonattacking Process Comment
   7. Summarizing
   8. Using Silence
      1. Conversation Skills Assessment
      2. Action Plan
9. Section 5: Team Coaching and Peer Coaching
   1. Team Coaching
      1. Establishing Positive Team Norms
      2. Running Effective Meetings
      3. A Structure for Effective Meetings
      4. The Steps for a Structured Round
   2. Peer Coaching
      1. Introduce Peer Coaching to the Team
      2. Keep It Informal
      3. Start with a Mutual Agreement
      4. Case Example
10. Section 6: Distance Coaching
    1. Guidelines for Distance Coaching
       1. Make the Most of Different Modes of Communication
       2. Case Example
       3. Stay Involved
       4. Case Example
       5. Case Example
       6. Clarify the Structure for Working Long Distance
       7. Case Example
       8. Using Long-Distance Communication Media
    2. Coaching Telephone Calls
       1. Structuring the Call
       2. Paying Attention to the Paralinguistics of the Speaker’s Voice
       3. Checking Out Reactions Frequently
    3. Coaching E-mails
       1. Take Time When Writing Your E-mail
       2. Clearly State the Purpose of the E-mail
       3. Make an Extra Effort to Add Positive Feedback
       4. Review Your E-mail Twice before Sending
       5. Make Sure E-mails Have Been Received
       6. Case Example
    4. Coaching Conference Calls
       1. Pause Routinely to Create Space for Comments
       2. Regularly Ask for Feedback
       3. Have Go-Rounds in Which Every Person Comments about the Topic
       4. Specifically Ask for Comments from Quiet Employees
       5. Keep Notes to Stay on Top of What Has Been Said
11. Epilogue
12. About the Author
13. Index