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Developing Highly Effective Subordinates through Mentoring
and Coaching Faculty: Anil Bhatnagar A.
About The Workshop: ·
This workshop has been specially designed to develop participants
into buddies for their earmarked subordinates, so that every time they come
across small, small problems, shortcomings and disappointments in the latter,
instead of cursing and seeking to punish them, they see in them the
opportunities to develop and mentor them. B.
Objective
To sensitize the executives
towards the importance of having effective, efficient, competent, and
committed subordinates and to provide the participants with power-packed
strategies for Developing Highly Effective Subordinates through
Coaching and Mentoring C.
Deliverables The workshop ·
Instils in the participants an attitude of a genuinely interested and
loyal friend and a mentor the juniors can rely on with complete trust. ·
Develops skills to develop and maintain rapport with newcomers. ·
Helps you discover how to bring out the best in your subordinates and
how to ensure ceaseless and accelerated improvement in the following three
areas of improvement in their subordinates: i.attitude and integrity, ii.skill, knowledge and competence, and iii.morale, willingness, initiative and
motivational level ·
Helps you discover effective ways of developing keen observation so
as to enable themselves and their subordinates coach and self-coach while ‘on
the job’. ·
Makes you learn tips on giving and receiving negative feedback while
building a cohesive working environment. ·
Helps you discover ways of making themselves and their subordinates
learn without hurting their and others’ self-esteem and while keeping the
morale of the team contagiously high. D.
Rationale: ·
As per a gallop poll in USA, subordinates felt that 25% of their
managers deserve to be fired since they fail to lead them effectively and
were of almost no use to them especially as mentors. No wonder it is so
because after all how many of us are trained to be so? Mentoring, by the way
is the art to guide and nurture the growth of others. ·
If you want your team to be highly developed and motivated you need
to develop yourself and be highly motivated yourself. People do not lack
motivation or energy. They simply have set impotent goals for themselves. And
as a manager one needs to help people see their real potential and inspire
them to exploit it fully. ·
There is no one way to develop subordinates because even though every
subordinate may have the similar looking human body but within these similar
looking packaging you never get one kind of stuff. You will be a big failure
as a carpenter, if you use a hammer, screw driver and driller in the same
way. ·
Developing subordinates involves knowing them well, identifying their
developmental needs on the basis of the gaps that you find between what you
want them to be and what they are. Your expectations then can be fine tuned
in the light of the difference between then what they are and what they can
be. The next phase is to determine the mental blocks, their doubts, their
fears that keep them stuck where they are and keep them from giving their
best. The best of techniques cannot coach, guide or develop subordinates who
do not need the see to do so. ·
And before one tries to decide one’s course of action to bring about
the desired development in subordinates and start implementing one needs to
ensure that they hold one in high esteem and love and respect him/her enough.
People do not give much value to those whom they do not consider as an ideal
person fit to be their role model. ·
You cannot motivate people. You can only inspire them to motivate
themselves. And you cannot inspire people to motivate themselves if you
yourself are not what you showcase yourself as. People do not tend to follow
the one in whom they find a hypocrite. You may be very knowledgeable and
conversant with all the mentoring techniques but people do not care how much
you know. They want to know how much you care. E.
Contents: First Day Fore Noon
Session Introductory: ·
Rules of the game ·
Definitions: What is
the difference among coaching, mentoring and counseling ·
The Habit Tank and the knowledge tank Tea Break The foundations of coaching ·
The importance of awareness ·
The power of questions in raising level of
awareness ·
The gap between
Potential and performance Post Lunch Session The Need for coaching ·
Seeing the need for
coaching with passion ·
Different kinds of
management styles ·
Advantages of coaching Tea Break Fundamentals of coaching ·
InputàProcessàOutput ·
Awareness and
responsibility ·
Performance, learning,
and joy ·
Barriers to coaching:
Internal and external Second Day Fore Noon Session Principles of coaching ·
Five things we need to
coach on ·
Coaching Plan for personal excellence ·
Following the ‘GROW’
sequence of questions ·
The art of asking
questions for coaching: Dos and don’ts ·
The importance of
patient listening Tea Break Planning and implementing a
coaching plan ·
Developing
deep emotional bond with the subordinate. ·
How to give negative
feedback while raising others’ self esteem of the
subordinate ·
Coaching Plan for team excellence ·
Implementing your coaching plan
·
Feedback and
Valediction F.
Methodology ·
Self-discovery and assessment instruments ·
Real life case studies and examples that participants can
readily identify themselves with. ·
Role plays ·
Small group exercises, activities, and discussions in
which participants are able to share their own experiences and learn from one
another ·
Recapitulation and customized action plan after each
section Feedback direct from horse’s mouth i.e. the participants "This training should be given to our bosses also". The course was enlightening". "I was surprised by the ease with which such complex
ideas were presented. It will certainly change my life". "The workshop was excellent". "I promise to follow what I have learnt in this workshop
at my home and at my work". "I was surprised by your immense power to touch one's
soul". "The course made me feel awakened". "I was surprised by the energy of the faculty". "The course was excellent with live examples". "The course was good, educating and professional and made
me feel delighted". |
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