NOTES: ASQ Baltimore Section 0502Breakfast for Quality Champions SeriesSeptember 18, 2003

Dr. Rick C. BrocatoAssociate Professor of ManagementMount St. Mary’s College

Performance Coaching: Assessing Needs

Proactively

Performance Coaching: Assessing Needs

Proactively

Business Needs Performance Needs

Training NeedsWork Environment Needs

(Dr. Rick C. Brocato 2003) 2

Overview

• Performance Coaching • Five-Phase Development Process• Assessing Needs Proactively

Performance Coaching: Assessing Needs Proactively

(Dr. Rick C. Brocato 2003) 3

The New 3 C’s:• Change • Collaboration • Coaching

The New Managerial Paradigm :

When the best leader’s work is done the people say,“We did it ourselves!”

Lao-Tzu (c. 604 B.C.)

Team Leader & Manager As Performance Coach

(Dr. Rick C. Brocato 2003) 4

One Definition:. . . a process of building a working environment and relationship that enhances the development of skills and the performance of team members.

One Definition:. . . a process of building a working environment and relationship that enhances the development of skills and the performance of team members.

New Skills? A master of teamwork and a coach.

What’s performance coaching?

Reengineering the MBA, Brian O’Reilly, Fortune, 1994

Coaching for Development, Minor, 1995

(Dr. Rick C. Brocato 2003) 5

Characteristics of Performance Coaching

• Performance Coaching is a role not a task.• Performance Coaching moves beyond training.• Performance Coaching differs from the role of “trainer” by its focus on what people must do if business goals are to be achieved rather than on what they must learn.

• Performance Coaching is a role not a task.• Performance Coaching moves beyond training.• Performance Coaching differs from the role of “trainer” by its focus on what people must do if business goals are to be achieved rather than on what they must learn.

Performance Consulting: Moving Beyond Training, Robinson & Robinson,1996

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Five-Phase Development Process

1. Create A Culture of Continuous Improvement 2. Foster Teamwork3. Analyze Competencies and Assess

Development Needs4. Provide Developmental Opportunities

and Support5. Conduct Coaching Sessions for Success

1. Create A Culture of Continuous Improvement 2. Foster Teamwork3. Analyze Competencies and Assess

Development Needs4. Provide Developmental Opportunities

and Support5. Conduct Coaching Sessions for Success

Coaching for Development, Minor, 1995

(Dr. Rick C. Brocato 2003) 7

• Determine the criteria or standards to be used in assessing employees• Examine job descriptions and define the core competencies of each job in the business culture• Determine which employees possess these competencies• Observe employees behavior and assess what they can and cannot do

• Determine the criteria or standards to be used in assessing employees• Examine job descriptions and define the core competencies of each job in the business culture• Determine which employees possess these competencies• Observe employees behavior and assess what they can and cannot do

Phase 3: Analyze Competencies and Assess Development Needs

Coaching for Development, Minor, 1995

(Dr. Rick C. Brocato 2003) 8

Phase 3: Analyze Competencies and Assess Development Needs

“BEST PRACTICES” EXERCISE: Employees’ Needs Analysis Review

“BEST PRACTICES” EXERCISE: Employees’ Needs Analysis Review

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Phase 4: Provide Developmental Opportunities and Support

• Create a partnership for development with employees• Involve employees in goal setting • Determine appropriate activities to develop competencies

• Create a partnership for development with employees• Involve employees in goal setting • Determine appropriate activities to develop competencies

Coaching for Development, Minor, 1995

(Dr. Rick C. Brocato 2003) 10

Phase 4: Provide Developmental Opportunities and Support

“BEST PRACTICES” EXERCISE: Planning and Providing

Developmental Opportunities

“BEST PRACTICES” EXERCISE: Planning and Providing

Developmental Opportunities

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Development Plans Should:• Be limited in focus with no more than 3 or 4 areas for development• Have joint responsibility for the process of implementation• Contain a variety of activities for development (not just training)• Possess well-defined skill and knowledge areas to be developed• Make resources available• Include specific time frames for accomplishment

Development Plans Should:• Be limited in focus with no more than 3 or 4 areas for development• Have joint responsibility for the process of implementation• Contain a variety of activities for development (not just training)• Possess well-defined skill and knowledge areas to be developed• Make resources available• Include specific time frames for accomplishment

Performance Coaching: Assessing Needs Proactively

Coaching for Development, Minor, 1995