PERFORMANCE APPRAOISAL SYSTEM CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING
PERFORMANCE APPRAOISAL SYSTEM CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING • Objectives: Concept appreciation, the Process and conditions for effectiveness, aims & objectives of monitoring, role of counseling in organization. • Contents : 1. Coaching-objectives, conditions for effective coaching, process, phases, making coaching effective, • 2. Mentoring- objectives, distinction between coaching & mentoring, • 3. Counseling- effective counseling, guidelines on counseling.
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.1 Coaching: • An effective instrument in helping people to integrate with involvement & satisfaction. Coaching enables learning & development and improved performance. To be successful, coach requires knowledge and understanding of process, styles, skills and techniques of the subject of coaching.
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.2 Objectives of coaching: 1. help in realising potential 2. Help understanding strengths and weaknesses 3. Provide opportunity to get insight in own behavior and dynamics of it. 4. Better understanding of environment. 5. Increase personal & interpersonal effectiveness through feedback and analysis. 6. Motivate to set goals.
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.2 Objectives of coaching (Cont ) • 7. Encourage to generate alternatives. • 8. Provide environment to discuss problems, tensions, conflicts & concerns. • 9. Help to develop action plans. • 10. Help review. • 11. Strengthen relationship with boss.
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.3 Conditions for effective coaching: 1. General climate of openness & mutuality 2. General helpful & empathic attitude of Management. 3. Uninhibited participation by the subordinates in review process. 4. Dialogic relationship in goal setting & performance review. 5. Focus on work-oriented behavior 6. Focus on work-related problems and difficulties. 7. Avoidance of discussion on salary & other rewards.
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.4 Process of Coaching: • Coach is senior in competence, knowledge, & psychological expertise. Coaching influences employee, which enables them to exercise more autonomy, provides positive reinforcement and creates conditions in which he is able to learn from behavior of coach. • There are three main processes in coaching viz. 1. communicating, 2. influencing and 3. helping.
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.4 Process of Coaching: (cont) • Communicating: It is the basis of coaching and review. It is influenced by how two persons conversing perceive problems and issues. Communication is verbal and non verbal, like gestures. First step in communication is listening. Listening to various messages sent by other person, to feelings and concerns is important. Second step is asking questions and responding . This helps in getting information, establishing mutuality, clarifying matters and stimulating thinking
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.4 Process of Coaching: (cont) • Some questions do not help . They are; a) critical questions create a gap. Choice of words is important. b) Testing questions, where person asking them takes superior attitude like cross examination. c) Resenting questions. d) Leading questions almost seduce the other person to go along the line of thinking of the one asking them.
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.4 Process of Coaching: (cont) • Some questions are helpful : a) Trusting questions. b) Clarifying questions to collect facts, more information and figures. c) Empathic questions about feelings of a person. d) Open questions stimulating reflection and thinking. e) Responding to questions from employees is equally important. Coach has to ensure that they have positive result and effect.
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.4 Process of Coaching: (cont) • Conditions for effective feedback: 1. descriptive, not evaluative. 2. Focused on behavior and not on person himself. 3. Data based, specific. Not impressionistic. 4. Reinforces new positive behavior. 5. Suggestive, not prescriptive. 6. Continuous. ….cont
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.4 Process of Coaching: (cont) Conditions for effective feedback: (cont) 7. Mostly person with example of self. 8. Need based and solicited. 9. Intended to help. 10. Focused in modifiable behavior. 11. Satisfying need of receiver and giver of feedback. 12. Checked and verified. 13. Well timed. 14. Contributing to mutuality and building up of relationship.
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.4 Process of Coaching: (cont) • Defensive behavior that does not help use of feedback: 1. denying feedback as against owning up responsibility for behavior. 2. Rationalisation as against self analysis of causes for behavior. 3. Projection as against empathy. 4. Displacement as opposed to exploration. 5. Quick acceptance as against collecting more information & data to understand the behavior.
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.4 Process of Coaching: (cont) • Defensive behavior that does not help use of feedback: (cont) 6. Aggression towards person giving feedback as against seeking his help in understanding the feedback. 7. Humor and wit as against concern for improvement. 8. Rejecting authority as against listening carefully to person giving feedback. 9. Cynicism as opposed to positive critical attitude to accept some feedback and question some. 10. Generalisation as opposed to experimenting.
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.4 Process of Coaching: (cont) • Influencing : It means making impact on person in relationship. • It involves following aspects in coaching: a) Increasing autonomy of a person. Direct mode influence restricts the freedom of the other person. Indirect mode increases it. b) Positive Reinforcement: Change in behavior can be brought about only through positive reinforcement, providing encouragement and reinforcing success. c) Identification: Opportunity for employee to identify himself with individuals having more experience, skill and influence is a major influence helping him.
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.4 Process of Coaching: (cont) Barriers in identification process are, lack of time, intolerance for mistakes, complete rejection of dependency needs, repression of rivalry and unexamined relationship. • Helping : Three important processes in helping are : a) Manager’s concern and empathy he feels for his subordinate, reflected in questions asked and his tone. • b) Mutuality of relationship: It is based on trust and the genuine perception that each person can contribute enough. Coach too continues to learn and receive help from the counselee. c) Identifying development needs: Coaching results in clear and systematic identification of needs and subsequent plans to fulfill them.
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.4 Process of Coaching: (cont • Contract coaching is based on transactional analysis approach. • Set of images essential for an effective helping process : 1.People are capable of making their own choices and decisions. 2. People are controlled by their environment, but they are able to direct their lives more than they realise. 3. Behaviors are purposive and goal-directed. 4. People want to feel good about themselves and need positive confirmation of their own self- worth
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.4 Process of Coaching: (cont) • Set of images essential for an effective helping process : (cont) 5. People are capable of learning new behavior and unlearning existing ones. 6. People’s personal problems may arise from unfinished business (unresolved conflicts) stemming from the past (concerning events and relationships). Most problems can be can be worked through by focusing on what choices the person has now 7. Many problems are societal or systemic. People are capable of learning to effect choices or changes within the system.
CHAPTER IV PERFORMANCE COACHING, MENTORING & COUNSELLING 4.5 Phases of coaching: • Coaching helps to improve further on the strong points and overcome weaknesses. It helps to develop, by providing the proper emotional climate. Annual performance review provides formal opportunities for formal coaching. Four phases of coaching are- rapport building, exploration, action planning and supporting.
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