Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
With this video lesson we are going to end our persuading the coachee that coaching is needed section. And, for this we are going to use a scenario and a set of 3 questions.
The Scenario
You are the supervisor of the residential inquiries section of FreshTel's call center. Each day your team is expected to resolve at least 200 inquiries about billing, services, and technical issues.
Recently one member of your team, Fanny, has failed to resolve some customer inquiries, and you have received complaints from customers and other members of your team.
What you are going to do is, to answer the following questions in order to show how you will get Fanny to agree that coaching is needed.
Question 1 - Establish Awareness
You have had a particularly busy day and have dealt with quite a few customers complaining that their inquiries have not been resolved. You noticed that Fanny is having difficulty with the customer inquiries system, and you decide to talk to her about coaching. What should you say?
1 - "I've had a lot of complaints from customers about the fact that you haven't been answering their inquiries quickly enough."
2 - "What are you going to do about the fact that these inquiries haven't been resolved?"
3 - “How are things going with resolving customer inquiries?”
4 - "I'm going to show you how to use the customer inquiries system.”
5 - "Are you finding the customer inquiries system easy to use?"
As usual, please stop the video for a minute to figure out the right answers.
In fact, you shouldn't start coaching Fanny without her consent, be negative, or bully her. Instead you should ask her how things are going or whether she finds the work easy as a way of determining whether she is aware of the issue.
And, these are the correct answers:
Option 1: This is an incorrect choice because you need to approach Fanny in a non-threatening manner. Scaring Fanny or intimidating her won't get her to open up to you and honestly discuss her performance problems.
Option 2: This choice is incorrect. When you speak to Fanny you need to make her aware of the issue without acting accusatory.
Option 3: This choice is correct. Inquiring as to how things are going is an effective way of making sure Fanny knows about the issues you need to talk about.
Option 4: This choice is incorrect. Saying you will show Fanny how to use the system implies that she does not know how to do it herself, or that she is doing it incorrectly.
Option 5: Correct. By asking a question about the system's ease of use, you're determining whether or not Fanny is aware of any problems you need to discuss. (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
Showing posts with label key. Show all posts
Showing posts with label key. Show all posts
Friday, October 9, 2015
Thursday, October 8, 2015
The Key Stages of Coaching - Persuading Coachees to Agree to Coaching I
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
The Key to Persuading
Now, the key to persuading your coachee to agree to coaching is to sell the coaching intervention in a positive, non-aggressive, and non-threatening way.
This means being objective about your observations, basing your comments on fact and legitimate examples, and not subscribing to gossip or taking out your frustrations on the coachee.
Welcoming Coaching
But how can you ensure that your coaching input is welcomed and not rejected? This is what you should do and shouldn’t do at each stage of the process.
When establishing awareness:
Do say, "Are you falling behind with your paperwork?", "Has everything been going OK with the monthly sales figures?", or "Are you finding it difficult to compile the minutes of the board meeting?"
Don't say: "You're way behind with your paperwork--what have you got to say for yourself?", "I've just received this month's sales figures, and they're a mess," or "These minutes are hopeless. Do you know what you're doing?"
When, explaining observations:
Do own your observations and be objective by saying: "I've noticed that you seem to be bored at the moment. For example, yesterday you asked other team members if you could take on some of their work."
Don't base your comments on gossip or take out your frustrations on the coachee by saying, "David said that you didn't have anything to do yesterday and that you were asking everyone if you could help them."
When selling the benefits:
Do use positive and non-threatening language: "If we work together, maybe we can think about how the process could be adapted to make life easier for you."
Don't try to bully the coachee into agreeing to coaching or begin coaching without their consent. Examples: "If you don't get some help, you're going to lose your job," or "I'll show you how to do it properly. Let's go."
Example - Persuading the Coachee I
To use an example, consider this situation. Ken is the leader of the design team at Clear Communications. Yesterday one of Ken's junior designers, Valerie, signed off on a proof that contained an error. As a result, Ken is upset about the 20,000 brochures that have been printed.
Let’s find out what Ken says to Valerie: (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
The Key to Persuading
Now, the key to persuading your coachee to agree to coaching is to sell the coaching intervention in a positive, non-aggressive, and non-threatening way.
This means being objective about your observations, basing your comments on fact and legitimate examples, and not subscribing to gossip or taking out your frustrations on the coachee.
Welcoming Coaching
But how can you ensure that your coaching input is welcomed and not rejected? This is what you should do and shouldn’t do at each stage of the process.
When establishing awareness:
Do say, "Are you falling behind with your paperwork?", "Has everything been going OK with the monthly sales figures?", or "Are you finding it difficult to compile the minutes of the board meeting?"
Don't say: "You're way behind with your paperwork--what have you got to say for yourself?", "I've just received this month's sales figures, and they're a mess," or "These minutes are hopeless. Do you know what you're doing?"
When, explaining observations:
Do own your observations and be objective by saying: "I've noticed that you seem to be bored at the moment. For example, yesterday you asked other team members if you could take on some of their work."
Don't base your comments on gossip or take out your frustrations on the coachee by saying, "David said that you didn't have anything to do yesterday and that you were asking everyone if you could help them."
When selling the benefits:
Do use positive and non-threatening language: "If we work together, maybe we can think about how the process could be adapted to make life easier for you."
Don't try to bully the coachee into agreeing to coaching or begin coaching without their consent. Examples: "If you don't get some help, you're going to lose your job," or "I'll show you how to do it properly. Let's go."
Example - Persuading the Coachee I
To use an example, consider this situation. Ken is the leader of the design team at Clear Communications. Yesterday one of Ken's junior designers, Valerie, signed off on a proof that contained an error. As a result, Ken is upset about the 20,000 brochures that have been printed.
Let’s find out what Ken says to Valerie: (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
Wednesday, October 7, 2015
The Key Stages of Coaching - The Need for Coaching
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
What’s actually going on
So, sometimes you might have a "feeling" that a coachee is underutilized, needs to acquire new skills, or has performance issues that should be dealt with. But what if that feeling isn't there? How can you be sure about what's going on?
The answer is to stand back from the coachee's situation and review it objectively, without jumping to conclusions.
Example 1 - Kate’s team
And, to use an example, Kate is team leader for the production department at a local company. Recently, Kate's team has been working on anew range of breads that will be made available to clients within the next three months.
Kate has been watching her team over the past two months, and has noticed that some of her employees are having difficulties.
Kate noticed that Jasmine and Arthur are falling behind. Jasmine is usually very efficient, but recently she's been wasting time and seems to have had a disagreement with Arthur. Arthur has a backlog of reports to write up and keeps making mistakes. Kate is also frustrated as Arthur is always asking questions.
Example 1 - other employees
Tammy, another colleague, has missed her past three deadlines, and her recent reports have included incorrect figures and insufficient information.
Saul is working very hard and is finishing his work well within deadlines. In fact, Kate noticed that he has been trying to help Tammy get back on track.
Example 1 - what’s happening?
So what's happening in Kate's team?
It would be easy for Kate to conclude that her team simply isn't performing well because of the pressure from the expected product launch. But is that really the case?
Example 1 - coaching opportunities
And, now, understanding this situation, what are the coaching opportunities?
Jasmine's work has recently deteriorated, she wastes time, and her relationship with Arthur has suffered. Kate has an opportunity to coach Jasmine to improve her performance by reviewing the way that she is working and trying to re-motivate her.
Like Jasmine, Arthur has a backlog of work, but he also makes a lot of mistakes and repeatedly asks Kate questions. These are indicators that there is an opportunity for Kate to help Arthur improve his skills. (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
What’s actually going on
So, sometimes you might have a "feeling" that a coachee is underutilized, needs to acquire new skills, or has performance issues that should be dealt with. But what if that feeling isn't there? How can you be sure about what's going on?
The answer is to stand back from the coachee's situation and review it objectively, without jumping to conclusions.
Example 1 - Kate’s team
And, to use an example, Kate is team leader for the production department at a local company. Recently, Kate's team has been working on anew range of breads that will be made available to clients within the next three months.
Kate has been watching her team over the past two months, and has noticed that some of her employees are having difficulties.
Kate noticed that Jasmine and Arthur are falling behind. Jasmine is usually very efficient, but recently she's been wasting time and seems to have had a disagreement with Arthur. Arthur has a backlog of reports to write up and keeps making mistakes. Kate is also frustrated as Arthur is always asking questions.
Example 1 - other employees
Tammy, another colleague, has missed her past three deadlines, and her recent reports have included incorrect figures and insufficient information.
Saul is working very hard and is finishing his work well within deadlines. In fact, Kate noticed that he has been trying to help Tammy get back on track.
Example 1 - what’s happening?
So what's happening in Kate's team?
It would be easy for Kate to conclude that her team simply isn't performing well because of the pressure from the expected product launch. But is that really the case?
Example 1 - coaching opportunities
And, now, understanding this situation, what are the coaching opportunities?
Jasmine's work has recently deteriorated, she wastes time, and her relationship with Arthur has suffered. Kate has an opportunity to coach Jasmine to improve her performance by reviewing the way that she is working and trying to re-motivate her.
Like Jasmine, Arthur has a backlog of work, but he also makes a lot of mistakes and repeatedly asks Kate questions. These are indicators that there is an opportunity for Kate to help Arthur improve his skills. (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
Tuesday, October 6, 2015
The Key Stages of Coaching - Understanding Coaching Opportunities
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
What’s actually going on
So, sometimes you might have a "feeling" that a coachee is underutilized, needs to acquire new skills, or has performance issues that should be dealt with. But what if that feeling isn't there? How can you be sure about what's going on?
The answer is to stand back from the coachee's situation and review it objectively, without jumping to conclusions.
Example 1 - Kate’s team
And, to use an example, Kate is team leader for the production department at a local company. Recently, Kate's team has been working on anew range of breads that will be made available to clients within the next three months.
Kate has been watching her team over the past two months, and has noticed that some of her employees are having difficulties.
Kate noticed that Jasmine and Arthur are falling behind. Jasmine is usually very efficient, but recently she's been wasting time and seems to have had a disagreement with Arthur. Arthur has a backlog of reports to write up and keeps making mistakes. Kate is also frustrated as Arthur is always asking questions.
Example 1 - other employees
Tammy, another colleague, has missed her past three deadlines, and her recent reports have included incorrect figures and insufficient information.
Saul is working very hard and is finishing his work well within deadlines. In fact, Kate noticed that he has been trying to help Tammy get back on track.
Example 1 - what’s happening?
So what's happening in Kate's team?
It would be easy for Kate to conclude that her team simply isn't performing well because of the pressure from the expected product launch. But is that really the case?
Example 1 - coaching opportunities
And, now, understanding this situation, what are the coaching opportunities?
Jasmine's work has recently deteriorated, she wastes time, and her relationship with Arthur has suffered. Kate has an opportunity to coach Jasmine to improve her performance by reviewing the way that she is working and trying to re-motivate her.
Like Jasmine, Arthur has a backlog of work, but he also makes a lot of mistakes and repeatedly asks Kate questions. These are indicators that there is an opportunity for Kate to help Arthur improve his skills. (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
What’s actually going on
So, sometimes you might have a "feeling" that a coachee is underutilized, needs to acquire new skills, or has performance issues that should be dealt with. But what if that feeling isn't there? How can you be sure about what's going on?
The answer is to stand back from the coachee's situation and review it objectively, without jumping to conclusions.
Example 1 - Kate’s team
And, to use an example, Kate is team leader for the production department at a local company. Recently, Kate's team has been working on anew range of breads that will be made available to clients within the next three months.
Kate has been watching her team over the past two months, and has noticed that some of her employees are having difficulties.
Kate noticed that Jasmine and Arthur are falling behind. Jasmine is usually very efficient, but recently she's been wasting time and seems to have had a disagreement with Arthur. Arthur has a backlog of reports to write up and keeps making mistakes. Kate is also frustrated as Arthur is always asking questions.
Example 1 - other employees
Tammy, another colleague, has missed her past three deadlines, and her recent reports have included incorrect figures and insufficient information.
Saul is working very hard and is finishing his work well within deadlines. In fact, Kate noticed that he has been trying to help Tammy get back on track.
Example 1 - what’s happening?
So what's happening in Kate's team?
It would be easy for Kate to conclude that her team simply isn't performing well because of the pressure from the expected product launch. But is that really the case?
Example 1 - coaching opportunities
And, now, understanding this situation, what are the coaching opportunities?
Jasmine's work has recently deteriorated, she wastes time, and her relationship with Arthur has suffered. Kate has an opportunity to coach Jasmine to improve her performance by reviewing the way that she is working and trying to re-motivate her.
Like Jasmine, Arthur has a backlog of work, but he also makes a lot of mistakes and repeatedly asks Kate questions. These are indicators that there is an opportunity for Kate to help Arthur improve his skills. (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
Monday, October 5, 2015
The Key Stages of Coaching - Pre-coaching Questions
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
The External View
As a coach, you should always ask yourself, "How can I help my coachee to progress?" or "What opportunities exist for me to support my coachee?"
Of course, every situation is different but, as a coach, you have the advantage of being able to look at the coachee's situation in an objective way. This "external" view is a vital element in answering these questions.
Sometimes, it can be tempting to assume that all of your coaching energies should be focused on improving your coachees' performance. After all, this is often the area in which your organization wants to realize results. But not everything you observe will be performance-related. You need to watch carefully to get to the heart of the issues that your coachees face.
Coaching Opportunities
Skills acquisition
If your coachee repeatedly makes errors, has a backlog of work, doesn't achieve targets and standards, or continually asks for assistance, it is likely that she needs to acquire new skills, information, or experience.
Performance improvement
If your coachee is stuck in an ineffective routine, procrastinates, or lacks motivation, you have an opportunity to improve performance through coaching. Although skilled, this coachee may have a backlog of work and may have poor attendance and poor relationships with peers.
Career development
If your coachee completes tasks in minimum time, asks for additional tasks, takes on additional responsibilities, and helps others, you have an opportunity to support your coachee in developing her career. You may also notice that the coachee is underutilized and bored.
Exercise - Understanding Coaching Needs
Now, let’s see a short exercise. Garry manages and coaches a small team within the marketing department at one textile company. Garry is interested in his employees and spends time watching the way they work to find out what she can do to support them. Match each type of coaching opportunity to one or more of Garry's observations.
You have the following options:
A - career development,
B - skills acquisition, and
C - performance improvement.
And these targets, to choose from:
1 - “Anna is one of my most creative writers, but recently her writing has become dull."
2 - "John doesn't have a chance to write, but some of his work is superb.” (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
The External View
As a coach, you should always ask yourself, "How can I help my coachee to progress?" or "What opportunities exist for me to support my coachee?"
Of course, every situation is different but, as a coach, you have the advantage of being able to look at the coachee's situation in an objective way. This "external" view is a vital element in answering these questions.
Sometimes, it can be tempting to assume that all of your coaching energies should be focused on improving your coachees' performance. After all, this is often the area in which your organization wants to realize results. But not everything you observe will be performance-related. You need to watch carefully to get to the heart of the issues that your coachees face.
Coaching Opportunities
Skills acquisition
If your coachee repeatedly makes errors, has a backlog of work, doesn't achieve targets and standards, or continually asks for assistance, it is likely that she needs to acquire new skills, information, or experience.
Performance improvement
If your coachee is stuck in an ineffective routine, procrastinates, or lacks motivation, you have an opportunity to improve performance through coaching. Although skilled, this coachee may have a backlog of work and may have poor attendance and poor relationships with peers.
Career development
If your coachee completes tasks in minimum time, asks for additional tasks, takes on additional responsibilities, and helps others, you have an opportunity to support your coachee in developing her career. You may also notice that the coachee is underutilized and bored.
Exercise - Understanding Coaching Needs
Now, let’s see a short exercise. Garry manages and coaches a small team within the marketing department at one textile company. Garry is interested in his employees and spends time watching the way they work to find out what she can do to support them. Match each type of coaching opportunity to one or more of Garry's observations.
You have the following options:
A - career development,
B - skills acquisition, and
C - performance improvement.
And these targets, to choose from:
1 - “Anna is one of my most creative writers, but recently her writing has become dull."
2 - "John doesn't have a chance to write, but some of his work is superb.” (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
Sunday, October 4, 2015
The Key Stages of Coaching - Identifying Coaching Opportunities
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
As a coach, you're in a unique position. You can look objectively at what's happening to your coachee and find opportunities for development that they might not be able to recognize.
Types of Coaching Opportunities
But what types of opportunities might exist?
As a coach, you should look for opportunities to help your coachees progress and grow. These opportunities occur in three areas:
career development,
skills improvement or acquisition, and
performance improvement.
Example - Coaching Opportunities
And, to better understand, let us use an example.
John has been coaching his team members for some time and has found a number of opportunities to initiate coaching.
I'm always watching my coachees to check whether I can support them. For example, I was able to help Marie to secure a promotion, and when Susan wanted to improve her IT skills, we agreed that she would attend an IT course. Oh, and when Peter was struggling with his workload, we worked together to improve his performance.
Recently, I've been able to help a couple of my coachees by taking work away from them and doing it myself--that's really helped to take the pressure off them. I also talked to the human resources department on behalf of Charlene. It was tough, but I managed to negotiate flexible working hours for her.
Finding Coaching Opportunities
John managed to find opportunities to support his coachees in each of the three main areas. By supporting Marie, he helped her to achieve her career goals, and he supported Susan in acquiring new skills. In Peter's case, John saw an opportunity to help him improve his performance.
But as a coach, John shouldn't take work away from coachees or intervene to secure changes in working conditions or pay. In these cases, John should have encouraged and supported the coachees as they helped themselves.
Indicators of a Coaching Opportunity
So what indicators did John recognize that helped him to recognize opportunities for coaching Marie, Susan, and Peter? (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
As a coach, you're in a unique position. You can look objectively at what's happening to your coachee and find opportunities for development that they might not be able to recognize.
Types of Coaching Opportunities
But what types of opportunities might exist?
As a coach, you should look for opportunities to help your coachees progress and grow. These opportunities occur in three areas:
career development,
skills improvement or acquisition, and
performance improvement.
Example - Coaching Opportunities
And, to better understand, let us use an example.
John has been coaching his team members for some time and has found a number of opportunities to initiate coaching.
I'm always watching my coachees to check whether I can support them. For example, I was able to help Marie to secure a promotion, and when Susan wanted to improve her IT skills, we agreed that she would attend an IT course. Oh, and when Peter was struggling with his workload, we worked together to improve his performance.
Recently, I've been able to help a couple of my coachees by taking work away from them and doing it myself--that's really helped to take the pressure off them. I also talked to the human resources department on behalf of Charlene. It was tough, but I managed to negotiate flexible working hours for her.
Finding Coaching Opportunities
John managed to find opportunities to support his coachees in each of the three main areas. By supporting Marie, he helped her to achieve her career goals, and he supported Susan in acquiring new skills. In Peter's case, John saw an opportunity to help him improve his performance.
But as a coach, John shouldn't take work away from coachees or intervene to secure changes in working conditions or pay. In these cases, John should have encouraged and supported the coachees as they helped themselves.
Indicators of a Coaching Opportunity
So what indicators did John recognize that helped him to recognize opportunities for coaching Marie, Susan, and Peter? (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
Friday, October 2, 2015
The Key Stages of Coaching - The Benefits of Adequate Preparation
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
Preparation for a Coaching Session
A coaching session is a meeting between you and your coachee. And, as with any meeting, preparation will help you to achieve your desired outcome.
Example - Adequate Coaching Preparation
And, to use an example:
Jackie just finished a coaching session with Pauline. Because of her prior coaching experience, Jackie was confident that there was no need to prepare. And, this was what happened:
What a nightmare! I can't believe that things went so badly in our meeting. I thought I knew what I wanted to say to Pauline, but I just couldn't collect my thoughts.
She didn't even seem to understand why she was in the meeting.
I forgot what I was going to say. Then Harry arrived to use the room for a seminar--he'd booked it in advance, and I had to finish our meeting early.
Benefits of Adequate Coaching Preparation
As a coach, you could find yourself in the same position as Jackie if you don't prepare.
Of course, you can't plan for everything or guarantee that nothing will ever go wrong, but with careful preparation and planning, you'll ensure that:
you've identified a coaching opportunity, so the coachee knows why you're meeting with her
you have established that coaching needs to happen
the venue, timing, and background information are available and appropriate to support the success of the coaching session.
Effective Coaching Interventions
If your coachee doesn't want your input as a coach or feels that there is nothing to be gained by meeting with you, then your job as a coach can be difficult.
You will reap the benefits of taking the time to prepare for each coaching intervention because you will be able to recognize coaching opportunities as they arise, agree with the coachee that coaching needs to happen, and make sure that you have everything you need to make the coaching session a success.
Remember that poor planning leads to poor performance. (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
Preparation for a Coaching Session
A coaching session is a meeting between you and your coachee. And, as with any meeting, preparation will help you to achieve your desired outcome.
Example - Adequate Coaching Preparation
And, to use an example:
Jackie just finished a coaching session with Pauline. Because of her prior coaching experience, Jackie was confident that there was no need to prepare. And, this was what happened:
What a nightmare! I can't believe that things went so badly in our meeting. I thought I knew what I wanted to say to Pauline, but I just couldn't collect my thoughts.
She didn't even seem to understand why she was in the meeting.
I forgot what I was going to say. Then Harry arrived to use the room for a seminar--he'd booked it in advance, and I had to finish our meeting early.
Benefits of Adequate Coaching Preparation
As a coach, you could find yourself in the same position as Jackie if you don't prepare.
Of course, you can't plan for everything or guarantee that nothing will ever go wrong, but with careful preparation and planning, you'll ensure that:
you've identified a coaching opportunity, so the coachee knows why you're meeting with her
you have established that coaching needs to happen
the venue, timing, and background information are available and appropriate to support the success of the coaching session.
Effective Coaching Interventions
If your coachee doesn't want your input as a coach or feels that there is nothing to be gained by meeting with you, then your job as a coach can be difficult.
You will reap the benefits of taking the time to prepare for each coaching intervention because you will be able to recognize coaching opportunities as they arise, agree with the coachee that coaching needs to happen, and make sure that you have everything you need to make the coaching session a success.
Remember that poor planning leads to poor performance. (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
Thursday, October 1, 2015
The Key Stages of Coaching - Course Guidelines
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
You might know this. I’m adding it to any course in the introductory section. But, just in case some suggestions to improve your learning.
For a better learning experience change your view settings to HD. Depending on your internet connection the quality of your video lesson should be better on your playing device.
This course includes closed captions, at least in English. So, if you want to watch videos quietly or defeat noise it’s a good idea to turn them on. Or, maybe is just easier for you to take video lessons if you also see the subtitles.
And, here I have a proposal for you: help me making closed captions in your native language and you receive free courses in exchange. Everybody gains, and you greatly improve your learning by translating a 2 - 3 hours course. I am providing of course the English text.
It would be also a good idea to check for additional resources for every video lesson. Most of the time an audio version will be available and a pdf presentation. Some documents will be posted as a independent lesson, but the others will have learning aids in the resources section.
Use the discussion board for questions and to invite our student colleagues to share personal experiences. Interaction will improve your learning. And, I will be here to help. It’s not easy to be the first one to ask a question or make a comment, I know. But, I will take care of it and start a discussion.
If you are on a computer, or iPad type device you can also take notes. I’m not saying you should. But, this is also very helpful to improve retention, and you will find an easy reference if you need to revisit the course. Udemy offers you the option and you will see by yourself that note taking while watching video lectures is highly effective.
There will be some exercises to complement end of section quizzes. For some it would help to stop the video for one or two minutes and try to respond before continuing. Every time I will give the correct answer so you can compare. Of course you can just continue without stopping, but it’s good if you try your hand on the question before comparing.
It might be that, for some exercises, you will need more time and to work on a template. I use this for skill development, and I believe in practice. Most of the time you learn more from this than from my presentation, so take your time and do it as guided.
You are the client, so you have the right to make suggestions and to ask for more. I know you feel the need to be nice and appreciate the effort. But, please if you need something related to the course feel free to ask. I will be here to respond.
If you see a mistake in a course and you report it to me - I must admit that I am not perfect and some help is always needed, you get a free course coupon in exchange. I will make the corrections, and you’ll get the free course. Again, a win-win situation.
At the end of the course a review would be very much appreciated. You are not required of course but, it helps me improve the course and it helps other potential students to make a choice.
For technical issues I might help, if not there is Udemy Technical Support. Whatever is not working, please write me or Udemy.
This is it for now. Happy learning and see you on the course!
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
You might know this. I’m adding it to any course in the introductory section. But, just in case some suggestions to improve your learning.
For a better learning experience change your view settings to HD. Depending on your internet connection the quality of your video lesson should be better on your playing device.
This course includes closed captions, at least in English. So, if you want to watch videos quietly or defeat noise it’s a good idea to turn them on. Or, maybe is just easier for you to take video lessons if you also see the subtitles.
And, here I have a proposal for you: help me making closed captions in your native language and you receive free courses in exchange. Everybody gains, and you greatly improve your learning by translating a 2 - 3 hours course. I am providing of course the English text.
It would be also a good idea to check for additional resources for every video lesson. Most of the time an audio version will be available and a pdf presentation. Some documents will be posted as a independent lesson, but the others will have learning aids in the resources section.
Use the discussion board for questions and to invite our student colleagues to share personal experiences. Interaction will improve your learning. And, I will be here to help. It’s not easy to be the first one to ask a question or make a comment, I know. But, I will take care of it and start a discussion.
If you are on a computer, or iPad type device you can also take notes. I’m not saying you should. But, this is also very helpful to improve retention, and you will find an easy reference if you need to revisit the course. Udemy offers you the option and you will see by yourself that note taking while watching video lectures is highly effective.
There will be some exercises to complement end of section quizzes. For some it would help to stop the video for one or two minutes and try to respond before continuing. Every time I will give the correct answer so you can compare. Of course you can just continue without stopping, but it’s good if you try your hand on the question before comparing.
It might be that, for some exercises, you will need more time and to work on a template. I use this for skill development, and I believe in practice. Most of the time you learn more from this than from my presentation, so take your time and do it as guided.
You are the client, so you have the right to make suggestions and to ask for more. I know you feel the need to be nice and appreciate the effort. But, please if you need something related to the course feel free to ask. I will be here to respond.
If you see a mistake in a course and you report it to me - I must admit that I am not perfect and some help is always needed, you get a free course coupon in exchange. I will make the corrections, and you’ll get the free course. Again, a win-win situation.
At the end of the course a review would be very much appreciated. You are not required of course but, it helps me improve the course and it helps other potential students to make a choice.
For technical issues I might help, if not there is Udemy Technical Support. Whatever is not working, please write me or Udemy.
This is it for now. Happy learning and see you on the course!
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
Wednesday, September 30, 2015
The Key Stages of Coaching - Course Overview
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
Key Stages in the Coaching Process
By considering the key stages in the coaching process and learning how to implement them, you will be able to:
prepare yourself for coaching,
structure your coaching sessions effectively, and
follow up on the coaching session appropriately.
Any experienced coach will tell you that to be an effective coach, you need to prepare, structure, and follow up. At the end of this course, you'll be in a position to do this, and support your coachees as they realize their goals.
Preparing to Coach
The Benefits of Adequate Preparation for a Coaching Session
A coaching session is a meeting between you and your coachee. As with any meeting, preparation will help you to achieve your desired outcome.
Understanding Coaching Opportunities
As a coach, you're in a unique position. You can look objectively at what's happening to your coachee and find opportunities for development that he might not be able to recognize.
Understanding Coachee's Situation
Sometimes you might have a feeling that a coachee is underutilized, needs to acquire new skills, or has performance issues that should be dealt with. But what if that feeling isn't there? How can you be sure about what's going on?
The Need for Coaching
As a coach, you should observe the activities of your coachees and look for opportunities to support them. But identifying how you can help your coachees is only the first step. The next step is to persuade your coachees that they need your help.
Persuading Coachees to Agree to Coaching
The key to persuading your coachee to agree to coaching is to sell the coaching intervention in a positive, non- aggressive, and non-threatening way. (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
Key Stages in the Coaching Process
By considering the key stages in the coaching process and learning how to implement them, you will be able to:
prepare yourself for coaching,
structure your coaching sessions effectively, and
follow up on the coaching session appropriately.
Any experienced coach will tell you that to be an effective coach, you need to prepare, structure, and follow up. At the end of this course, you'll be in a position to do this, and support your coachees as they realize their goals.
Preparing to Coach
The Benefits of Adequate Preparation for a Coaching Session
A coaching session is a meeting between you and your coachee. As with any meeting, preparation will help you to achieve your desired outcome.
Understanding Coaching Opportunities
As a coach, you're in a unique position. You can look objectively at what's happening to your coachee and find opportunities for development that he might not be able to recognize.
Understanding Coachee's Situation
Sometimes you might have a feeling that a coachee is underutilized, needs to acquire new skills, or has performance issues that should be dealt with. But what if that feeling isn't there? How can you be sure about what's going on?
The Need for Coaching
As a coach, you should observe the activities of your coachees and look for opportunities to support them. But identifying how you can help your coachees is only the first step. The next step is to persuade your coachees that they need your help.
Persuading Coachees to Agree to Coaching
The key to persuading your coachee to agree to coaching is to sell the coaching intervention in a positive, non- aggressive, and non-threatening way. (...)
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
Tuesday, September 29, 2015
The Key Stages of Coaching - About the Course
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
About the Course
Coaching has many uses in organizations, and the sequence of coaching activities is similar in all of them. Assuming, of course, that coaching is part of the organizational policy.
This course will involve learners in the continuous process of discovery, goal setting, action planning, and follow-up that distinguishes coaching from other development methods.
Course Target
This course is for anyone in an organization who has a role in improving the performance of co-workers, keeping in mind the fact that coaching is not solely a top-down activity.
Typically, coaching involves team members, team leaders, and supervisors, including senior managers and CEOs. But, everyone can benefit.
The Instructor
My name is Sorin, and I will be your instructor. I have been working as a manager and trainer for the last 10 years, and I used to coach young professionals.
And, the plan is to share with you what I have learned from my experience, and to pass on what I have learned during my training, a while ago.
Course Structure
There are 3 stages of coaching to learn: preparing to coach, structuring and delivering coaching sessions, and following up on the coaching session.
Course Objectives
After completing the course, you will be able to determine which coaching opportunities exist within a given scenario, use appropriate techniques to persuade a coachee that coaching is needed, and identify examples of the appropriate actions to take when planning and preparing for a coaching session.
After completing the course, you will also be able to understand the benefits of applying a structured approach to coaching, identify the elements of SMART coaching goals, establish the reality of a situation, evaluate development options in a coaching session, and effectively wrap up a given coaching session.
And, finally, you will also be able to recognize the benefits of following up the coaching session, apply techniques to ensure that a coachee realizes his or her coaching goals in a given scenario, and - very important determine whether the appropriate level of support was provided to coachees in a given situation.
Thank You!
Thank you for registering! Next we are going to have a short course overview!
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
About the Course
Coaching has many uses in organizations, and the sequence of coaching activities is similar in all of them. Assuming, of course, that coaching is part of the organizational policy.
This course will involve learners in the continuous process of discovery, goal setting, action planning, and follow-up that distinguishes coaching from other development methods.
Course Target
This course is for anyone in an organization who has a role in improving the performance of co-workers, keeping in mind the fact that coaching is not solely a top-down activity.
Typically, coaching involves team members, team leaders, and supervisors, including senior managers and CEOs. But, everyone can benefit.
The Instructor
My name is Sorin, and I will be your instructor. I have been working as a manager and trainer for the last 10 years, and I used to coach young professionals.
And, the plan is to share with you what I have learned from my experience, and to pass on what I have learned during my training, a while ago.
Course Structure
There are 3 stages of coaching to learn: preparing to coach, structuring and delivering coaching sessions, and following up on the coaching session.
Course Objectives
After completing the course, you will be able to determine which coaching opportunities exist within a given scenario, use appropriate techniques to persuade a coachee that coaching is needed, and identify examples of the appropriate actions to take when planning and preparing for a coaching session.
After completing the course, you will also be able to understand the benefits of applying a structured approach to coaching, identify the elements of SMART coaching goals, establish the reality of a situation, evaluate development options in a coaching session, and effectively wrap up a given coaching session.
And, finally, you will also be able to recognize the benefits of following up the coaching session, apply techniques to ensure that a coachee realizes his or her coaching goals in a given scenario, and - very important determine whether the appropriate level of support was provided to coachees in a given situation.
Thank You!
Thank you for registering! Next we are going to have a short course overview!
Full Course: https://www.udemy.com/the-key-stages-of-coaching/?couponCode=PROMONOW
Friday, August 14, 2015
Operations and Supply Chain Management - Key Components of the Supply Chain
Full course: https://www.udemy.com/operations-and-supply-chain-management/?couponCode=PROMONOW
Meeting Customer Demand
Has a sudden increase in demand for products or services ever left your organization unable to meet customer orders? Most companies experience this problem now and then. However, there are ways to prevent it.
Effective supply chain management helps companies to efficiently meet customer demand.
Supply chain management is an essential component of an overall operations management strategy. It includes areas such as procurement, production operations, and logistics.
Originally considered a manufacturing concept, the principles of supply chain management have increasingly been applied to service organizations.
Components of Supply Chain Management
A typical supply chain in an organization comprises five major components: the suppliers, factory, warehouse, store, and consumer.
Suppliers
Suppliers are the starting point in a typical supply chain. They're responsible for providing the materials and services needed by organizations to start and continue production to meet customer demand.
Factory
A factory is a facility where the raw materials sent from the suppliers are converted into products. Factories rely on their suppliers to provide them with all the required materials in a timely manner.
Warehouse
A warehouse is the storage area for final products after they've been made in the factory. Products will remain here until they have to be transported to various store locations. Distribution centers are an alternative to warehouses. Because of limitations of space and cost, certain supply chains may rely on distribution centers to hold their products instead of warehouses.
Store
A store is the retail location where products are available for purchase by consumers. Transportation costs to get products into stores can have an effect on the price of products. Therefore, companies should carefully consider which stores will carry their products.
Full course: https://www.udemy.com/operations-and-supply-chain-management/?couponCode=PROMONOW
Meeting Customer Demand
Has a sudden increase in demand for products or services ever left your organization unable to meet customer orders? Most companies experience this problem now and then. However, there are ways to prevent it.
Effective supply chain management helps companies to efficiently meet customer demand.
Supply chain management is an essential component of an overall operations management strategy. It includes areas such as procurement, production operations, and logistics.
Originally considered a manufacturing concept, the principles of supply chain management have increasingly been applied to service organizations.
Components of Supply Chain Management
A typical supply chain in an organization comprises five major components: the suppliers, factory, warehouse, store, and consumer.
Suppliers
Suppliers are the starting point in a typical supply chain. They're responsible for providing the materials and services needed by organizations to start and continue production to meet customer demand.
Factory
A factory is a facility where the raw materials sent from the suppliers are converted into products. Factories rely on their suppliers to provide them with all the required materials in a timely manner.
Warehouse
A warehouse is the storage area for final products after they've been made in the factory. Products will remain here until they have to be transported to various store locations. Distribution centers are an alternative to warehouses. Because of limitations of space and cost, certain supply chains may rely on distribution centers to hold their products instead of warehouses.
Store
A store is the retail location where products are available for purchase by consumers. Transportation costs to get products into stores can have an effect on the price of products. Therefore, companies should carefully consider which stores will carry their products.
Full course: https://www.udemy.com/operations-and-supply-chain-management/?couponCode=PROMONOW
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