Coaching Your Team members effectively..

As a manager how to coach your team effectively

1. Coaching

What do we mean by Coaching?
** a process which supports learning and development.
** an educational and capacity-building function.
** Coaching is the single most important training technique available to the sales manager.
** Coaching refers to intensively training someone on the job through instruction,
demonstration and practice.
** Coaching is also an important leadership activity
** The purpose of coaching is to help the Employee to be more efficient.
**Using your skills and experience to help someone to improve his performance

2. Purpose of Coaching:
*Acknowledge good work
*Continue good work
*Teaching a new job skill
*Improve job knowledge
*Improve performance
*Improve behavior
Principles of Coaching:
*Explain what you wish the employee to achieve& Give examples.
*If possible, demonstrate the behavior or skill desired.
*Encourage the employee to try the desired behavior, skill or process
*Observe them. Don't correct them too quickly
*Give them feedback. Ask "what did you learn."
*You have a basic responsibility to improve work performance through coaching.

What are the Benefits of Coaching?
Increased Capability
Self-solutions
Personal Responsibility
Better Decision-making
Increased Motivation
Reduced cost and turnover rate.
Improved quality and quantity of work..
Improved employee problem-solving ability
Improved supervisor/employee communication

3. The Coaching Model:
1. Recognize coaching opportunities
2. Organize
3. Review performance data
4. Identify areas that can be developed
5. Consider development resources
6. Develop action plans


1. Opportunities for Coaching:
A new employee joins your team.
A new policy or procedure is being implemented.
Technology is changed or added to the workplace.
Training has been conducted and you want to continue raising job skills through follow-up.
New tasks are assigned.
You have an average or below-average performer.
You are building teams.
A special project is upcoming.
Good performance needs to be reinforced

4. 2. Organize:
Before beginning any coaching activity, always gather valid performance data.
Use information about employees' performance to analyze how well they are meeting
established standards.
Goal setting is done with and not to employees in order to gain commitment.
Consider a variety of resources and techniques for sharing knowledge or teaching skills.
Before beginning any coaching activity, always gather valid performance data.
Use information about employees' performance to analyze how well they are meeting
established standards.
Goal setting is done with and not to employees in order to gain commitment.
Consider a variety of resources and techniques for sharing knowledge or teaching skills.



3. Review Performance Data:
1. Previous employee performance appraisal forms.
2. supervisors or who have knowledge of the employee's work patterns.
3. Reports.
4.Letters of appreciation and reprimand.
Certificates of completion and attendance.
6. Written performance goals.
7. Job descriptions.
8. Attendance records

5. 4. What Do We Train & Develop?
ATTITUDES
SKILLS
KNOWLEDGE


* KNOWLEDGE
Company Objectives
Job Responsibilities
Marketing Strategies
Territory Planning
Medical Background
Company Products
Competition
Selling Techniques
* Skills
Information Gathering.
Attention Getting.
Provoking Interest.
Probing Techniques.
Benefit Selling.
Handling Objections.
Communicating.
Closing.
Use of visual aids

6. * Attitudes / Habits
Self-Confidence.
Enthusiasm.
Empathy.
Commitment.
Decision making
Co-operation.
Dependability.
Sense of Improvement.


5- Action Plan Development
Identify Current Strengths/Competence.
Identify Need (s). List specific knowledge, skills, or attitudes to be addressed with employee
development activities.
Establish Performance Goals Use current goals as a basis, if they exist. Develop goals that
address identified needs
Select Development Activities that will be used to develop the employee. Specify dates for
future meetings to reassess progress.

Sellect Target Date (s) for Completion List the due date (s) for completion of each task.

7. 6- Implement Strategies
Describe the specific skill desired of the employee.
Demonstrate the skill
Solicit feedback. Make sure that the employee has grasped
Make the employee perform the task. In your presence
Provide feedback on performance, use positive feedback for a job well done and constructive
criticism for incorrectly per-formed tasks.
-Modify the training activity if necessary
Record data clearly
Remain objective. Use measurable criteria to explain behavior (times, dates, quotes, quantity, or
quality of achievements).
Avoid contradictions
Stay focused on job performance.

8. .What are the basics of effective coaching?
Relevance.
Maximum participation.
Visual reinforcement.
Regularity.
Frequency of field visits.


How To Do It ?
Explain what you want him to achieve
Demonstrate the skill or behavior
Encourage
Observe
Give feedback

9. DO:
Ensure that your Representative introduces you correctly.
Help to put the doctor at ease (create empathy).
Be seen to be a concerned observer.
Listen attentively.


DO NOT:
Contradict the Representative.
Overtly reinforce selling points
Openly criticize the Representative.
Appear merely as an echo to the Representative's statements.
Interrupt the doctor or Representative

10. Remember...
Never assume you know what motivates people; ask them.
Develop strategies for dealing with above- and below-average employees.
Whether substandard employees can't, won't, or don't know how to perform their jobs, it is
your job to help them.
There are many indicators of performance. Be alert for them