Coaching Skills: Characteristics, Competencies, and Benefits

This presentation covers coaching and counseling, coaching competencies, benefits of coaching, and KSAs. It also discusses how to implement a coaching strategy and assess coaching strengths.

Coaching Skills

INTRODUCTION
Coaching:
A directive process by the tutor to train and orient the student to the
realities of the workplace and to help every students remove barriers to
optimum work performance (James-Ward, 2013).
Counseling:
A supportive process facilitated by the tutor or trainer to help each student
define and work through personal problems that affect performance of their
task.

OBJECTIVES
• State how team members’ knowledge, skills, and attitudes are developed
• Assess coaching strengths and areas for improvement
• Describe the characteristics of an effective coach
• Identify the results of good coaching (Brown et al. 2013)
• Describe how to implement a coaching strategy
• Demonstrate and evaluate coaching competencies

BENEFITS OF COACHING
Coaching is the most effective way to develop employees.
Coaching leads to improved employee performance, which leads to
increased productivity and bottom-line results (Hackman and Johnson,
2013).
Coaching is the key to managing multiple priorities.
Coaching increases employees’ self- esteem and job satisfaction.

KNOWLEDGE, SKILLS, AND ATTITUDES
(KSAS)
Team member are developed through—
• Clearly defined tasks and responsibilities
• A clear understanding of team members’ roles (Trower et al. 2013)
• A good understanding of the culture and norms
• A high level of commitment and a firm belief in accomplishment of the
responsibility or task.

COACHING COMPETENCIES
Communication
Communicating Instructions
Providing Feedback
Listening for Understanding
Performance Improvement
Setting Performance Goals
Rewarding Improvement
Dealing With Failure
Assessing Strengths and
Weaknesses
Relationships
Building Rapport and Trust
Motivating Others
Working With Personal Issues
Confronting Difficult Situations
Execution
Responding to Requests
Following Through

CONCLUSION
• Select coaches based on the characteristics and competencies of an
effective coach
• Match coaches with team members (Brown et al. 2013)
• Conduct a session on coaching for the appointed coaches
• Leverage current performance tools or create new tools to help coaches
sustain a coaching environment (Hackman and Johnson, 2013).
• Provide well-intentioned, nonjudgmental feedback

REFERENCES
• Brown, G.A., Bull, J. and Pendlebury, M., 2013. Assessing student learning
in higher education. Routledge.
• Hackman, M.Z. and Johnson, C.E., 2013. Leadership: A communication
perspective. Waveland Press.
• James-Ward, C., 2013. The coaching experience of four novice
principals. International Journal of Mentoring and Coaching in
Education, 2(1), pp.21-33.
• Trower, P., Bryant, B. and Argyle, M., 2013. Social skills and mental health
(psychology revivals). Routledge.