Coaching for Improved Performance

Avoid the Expense of Unnecessary Terminations and Improve Productivity

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Free Didactic Training Download Powerpoint

Practice Coaching Our Virtual Role-Player and Build Skills

The SIMmersion Difference

Regardless of the coaching method used, effective coaching always involves (1) the activities around communicating information and (2) a way or style used to communicate that information. There are many free sources of information on both, including the one we provide. However, we remove any vagueness by enumerating 7 steps for actively communicating the information and 5 keys defining the way or style of that communication. Our 7 steps and 5 keys model share the concepts with many other models.

However, reading about how to coach is very different than having the skill to successfully coach an employee. We offer skill-building practice with our realistic virtual role-player, Brooke Lerner. We have selected a generic scenario, so while it may not match your specific needs, it offers the chance to practice applying the 7 step & 5 keys model and to build skills.

The Coaching Scenario

Brooke Lerner was assigned to your team three months ago. She's great with customers, but she disrupts meetings and misses deadlines. You need to help her make the needed changes.

Role-Player Brooke’s realistic emotions and personalities provide a different experience each time you practice coaching her.

Our Five Keys and Seven Steps Coaching Model Includes the Same Concepts of Most Other Models

SIMmersion, Coaching for Improved Performance

A Brief Look at the Five Keys

1 - Establish a Collaborative Relationship.

Asking for Brooke’s input and feedback during a discussion
Include Brooke in both the discovery and decision-making phases

2 - Understand Emotions.

Validate Brooke’s emotions
Be prepared for Brooke to be defensive, withdrawn, angry, or even show superficial acceptance

3 - Focus on Observed Behavior.

Limit the conversation to objective behaviors you saw or heard
Utilize examples from your own observations

4 - Practice Active Listening.

Demonstrate to Brooke that you heard and understood what she said
summarizing, paraphrasing, reflecting, and clarifying to convey your understanding

5 - Maintain Control.

Ensures that all your talking points are addressed
Helps the Brooke manage her emotions
Avoid unnecessary tangents
Helps the employee manage her emotions

A Brief Look at the Seven Steps

1 - Set The Tone

Set the tone by saying something positive; for example, “Good to see you, Brooke. I appreciate you taking the time to sit down with me.”

2 - Discover Motivation

Ask about Career goals and Motivations at work.

3 - Praise Strengths

Ask Brooke about her greatest strengths and confirm them. Ask about other strengths.

4 - Establish Opportunities

Ask Brooke to identify opportunities for improvement
Discuss observed issues

5 - Identify Sources

Confirm or help Brooke determine the source of her Performance issues

6 - Plan for Action

Ask Brooke for help in creating a plan to meet requirements

7 - Summarize

Confirm mutually agreed-upon plans
Gain buy-in that Brooke is committed
Summarize the discussion
Schedule a follow-up meeting