Laying The Groundwork For Successful Coaching Efforts

“Be the team of choice for education, discovery and health care.”Laying the Groundwork forSuccessful Coaching EffortsThis guide provides a framework around developing a successfulcoaching plan. The focus is on individual goals for teammembers that identify development and growth opportunities.After reading this guide, studying the examples provided,and completing activities, you should be able to:DEVELOP a coaching plan that aligns individual performancewith department and institutional goals.USE a variety of methods to assist with identifying developmentand growth opportunities.UNDERSTAND how to write effective goals and the differencebetween critical skills, activities and accomplishments.KNOW how to use the coaching plan as an effective coaching tool.Coaching Plan Guide

Laying the Groundwork for Successful Coaching EffortsCoaching Plan GuideScheduledCoachingPage 1One of the goals of a coaching culture is to utilize both integrated and scheduledcoaching to create a framework for successful coaching efforts. This guide isfocused on scheduled coaching and how to effectively use the coaching plan templateto ensure you are successfully coaching your team. Planned time for 1:1meetings that occuron a regular basisScheduled coaching sessions: Create a foundation for consistent coaching efforts by setting goals that helpdefine development and growth opportunities. Ensure the supervisor’s coaching activities are supporting the team member’sdevelopment goals. Help the coach know “what to coach to” during in-the-moment, integratedcoaching opportunities.and serve as anopportunity to level,set and refinedevelopmental focus.WHAT YOU NEED TO KNOW1234The HSC Values-Based Coaching Culture will include scheduledcoaching sessions between supervisors and their team members.These scheduled sessions will occur three times a year, and willinclude a formal coaching plan template.The coaching plan is a shared responsibility between the teammember and the supervisor.Team members will initiate the plan, and supervisors will provideguidance in creating a coaching plan that sets meaningful goals.

Laying the Groundwork for Successful Coaching EffortsCoaching Plan GuidePage 2An important element of coaching is identifyingGrowthgrowth opportunities for individual team members.OpportunitiesThe Growth Opportunity Analysis helps us understand and create a visual picture ofgrowth --- whether it’s future goals for an individual team member, future growth ofthe institution, or team goals a department is aiming to achieve.WHAT IT DOES NOTWhat the Opportunity Analysis does not do is help define how the team member willreach their future goals, or how HSC will achieve its vision: “Be the team of choicefor education, discovery and health care.”In order to achieve this, we need to first identify how the team member wants togrow and how they need to grow to contribute and achieve the department andorganizational goals. This is the role of scheduled coaching.

Laying the Groundwork for Successful Coaching EffortsCoaching Plan GuideIdentifySkills ToDevelopPage 3Before you begin developing a coaching plan, you’ll first need to understanda basic framework for identifying skills each member of your team needsto develop.“Critical Skills”1. The framework starts with“critical skills” or competenciesa team member needs to achievesuccess in their role. Think ofcritical skills as essential functionsor categories of work.CompetenciesEssential FunctionsCategories of Work2. List three to five critical skills or competenciesthe team member needs in his or her role.EmployeeNameMost Critical SkillsFor This RoleStrength?Development Area?1. Communication2. People ManagementJohn Smith3. Project Management4. Customer Service5. Office Duties3. Decide if the skill is a strength or development area. Use standardsdefined by your department or rely on your own professionaljudgment. If you’re unsure, think about what you would reasonablyexpect of someone in this role.EmployeeNameMost Critical SkillsFor This Role1. CommunicationStrength?Development Area? 2. People ManagementJohn Smith3. Project Management 4. Customer Service 5. Office Duties

Laying the Groundwork for Successful Coaching EffortsCoaching Plan GuidePage 4Before you identify the areas you need to coach, you should understand theskills your team members need to succeed in their current roles. Use theInventoryof EmployeeStrengths &DevelopmentAreastemplate below to record where your team members stand against themost critical skills and competencies for their roles.EmployeeNameMost Critical SkillsFor This RoleStrength?Development Area?Strength?Development Area?Strength?Development Area?1.2.3.4.5.EmployeeNameMost Critical SkillsFor This Role1.2.3.4.5.EmployeeNameMost Critical SkillsFor This Role1.2.3.4.5.

Laying the Groundwork for Successful Coaching EffortsCoaching Plan GuidePage 5Managers often fall into a habit of coaching their team to correct performanceweakness. While this is critically important, it should not be the only timemanagers coach as it implies coaching only occurs when a team member doessomething “wrong.” By focusing your coaching efforts on a team member’s CoachingShould Focuson Strengths,Not JustWeaknessesstrengths, you reinforce positive behaviors and further develop strengthsthat directly benefit your team.Example:ASK : Strengths are usually whata team member will relyon to stand out from hisor her peers and thesestrengths are what willpush a team member’soverall performanceto the next level. Weaknesses, or lowperformance areas,should be addressedso they don’t derailadvancement or createa career stall, but focusingonly on weaknesses isdemotivating, and sendsthe wrong message thatyou aren’t invested inthe team member’sdevelopment.Strength Communication How does the team member currently use this strength? How will he/she need to use it in the future to continueto grow and develop in his/her role?To identify how the team member uses this skill, thinkabout the activities they perform.Activities are actions that produce a result, and are typicallydescribed through the use of verbs.Activities for communication might include: Writes clear and concise emailsListens to other team membersEncourages feedback from othersFacilitates effective presentationsHow can you develop a strength?Current Responsibility: Facilitating presentations for the team.Challenge: Facilitating presentations for other departments or leadership.By developing strengths, you are reinforcing behaviors that you wantto continue, while at the same time allowing the team member to workin an area that energizes them. The result is increased motivation andsatisfaction in his or her role.

Laying the Groundwork for Successful Coaching EffortsCoaching Plan GuidePage 6As important as it is to build strengths and development areas that a teammember needs now, it is also important to build skills that he or she will needfor future roles.CareerPlanningQuestionnaireThis conversation guide is designed to ensure you have a firm understandingof a team member’s career aspirations. By assuming that an individual willfollow a particular career path, you risk expending effort developing skillshe or she may not want or need in the future. By having career planningconversations with yourteam members early, younot only ensure that yourefforts are focused on theright skills, but you sendConversation GuideQuestions to Ask Your Team MemberQuestions About Your Current GoalsWhat is your favorite part of your current role?What would you describe as your biggest strength?Team Member Responsesthe message that you areinvested in theirlong-term goals. Collaborate onDevelopment Goals.What one skill would you like to developto improve in your current role?Even if you do all the workto identify strengths andshort and long-term goals—Questions About Your Future Roles?it’s still up to your teamIf there is one task or project type you’d like to domore frequently in your future roles, what wouldyou select?to reach the milestones andIf there is one task or project type you’d like to doless frequently in your future roles, what wouldyou select?Questions About My Role (as our supervisor)How can I best help you in your current role?How can I best help you achieve your career goals?hit the goals. If they don’tagree with the goals you’veidentified, your coachingefforts will be wasted.To ensure your coachingefforts yield the maximumbenefit, collaborate withyour team to ensure theywill put effort into buildingAre there other individuals you would like meto enlist to help you achieve your career goals(e.g. a colleague in a role you interested in pursing)?skills that benefit them,the team and the institution.

Laying the Groundwork for Successful Coaching EffortsCoaching Plan GuideCoachingPlanOverviewGood coaching plansshare some commoncharacteristics:Page 7The coaching plan is a tool that assists you in creating a foundationfor consistent coaching efforts. In addition, it ensures thesupervisor’s coaching activities support individual growth anddevelopment opportunities for each team member.1HSC Always GoalsThe foundation of a coaching plan begins with our shared mission, vision and values,which align through the HSC Always Goals. Looking at these goals first allows you tosee where you and your team fit into the overall picture. They are created aftercareful assessment byboth the team memberand supervisor.2Department Action PlanThe plan identifies the link between individual, department and HSC Always Goals.Remember, we find motivation when we see how “what we are doing” impacts theoverall institutional goals. They leverage a teammember’s strengths3and focus on growthBoth supervisor and team member will share responsibility to create goals,opportunities.as a collaborative environment generates a motivation factor when it comesIndividual Goalsto performance. They contain a planfor a team memberto meet goals withcoaching from his/hersupervisor. They explain thestandards upon whichachievement of goalswill be measured.4MeasureIt’s important to identify how team members will track their developmentprogress. The tough part for this section is being specific enough so there isa clear understanding of what they should be achieving.5Resources Needed and Action Steps/PlanIdentifying resources and actionable next steps the team member will take to beginthe process of achieving the goal is critical. This section is more than just a list of stepsand goes beyond simply attending a training course. They provideopportunity for6Personal Goalsrevisiting andIt’s also important to have an understanding of the team member’s long-term career,reassessing goals.personal, or educational goals. This helps ensure that your coaching efforts are focusedon the rights skills, relevant to the team member.

Laying the Groundwork for Successful Coaching EffortsCoaching Plan GuidePage 89821345677Values: Accomplishments, Contributions, StrengthsEach team member complements our shared values through his or her own actions and behaviors. By asking teammembers to share how they are living our core values, we promote awareness around the behaviors and actions,that also provide a foundation for coaching.8Cross Training and Educational InterestThis is an opportunity to identify areas for growth outside of the team member’s goals. These may not be areas youwould coach to, but rather assist to identify a mentor, formal classes, job rotations or other colleagues that couldassist in the team member’s development.9Committees/Awards/Volunteer HoursDon’t forget that the best coaches get to know their team members. This section helps identify interests of theteam member. Activities and associations identified in this section may relate to work or may be focused on theteam member’s personal commitments.