Coaching to Enhance Employee Engagement & Performance

Learning Overview

“To create a high performing team, we must replace typical management activities like supervising, checking, monitoring and controlling with new behaviours like coaching and communicating.” Ray Smith, CEO Bell Altantic

One of the notable HR trends will be the evolution of traditional performance management from mid and or, year-end performance appraisal reviews to real-time, regular and consistent performance conversations. Ongoing performance coaching, career coaching, feedback and feedforward sessions between superiors and their reporting staff will be part of leadership and supervision which also enhance employee engagement. The multi-generation workforce in the organisation, especially the millennials also favour regular coaching and feedback as there is mutual understanding, listening and communication to enable them to perform and develop further. 

People Management is not the sole responsibility of HR function but an indispensable function of every Leader and Manager to lead, manage, develop and inspire their people to grow and glow. Instead of instructing, checking and controlling, it is critical for Leaders and Managers to adopt coaching, stay interview and feedback as a leadership style. Through coaching and stay interview, leaders can bring out the best of their people, develop and stretch their potential to reach organisation’s goals, and achieve business and performance outcomes. Leaders who coach and provide regular feedback to their staff will lead to an interactive and positive working relationship. They can also jointly identify issues, set mutually agreed performance goals and outcomes, discover the strengths and areas for improvement, co-create action plans and commit to fulfil their actions.

As coaching, feedback and career conversations are the key competencies of an Effective Leader/Manager, what is the mindset of your Leaders and Managers with regards to conduct coaching and feedback regularly?

How well-equipped are they in conducting effective coaching sessions, stay interview, constructive feedback and feedforward that motivate and not demotivate their people?

What needs to be done for HR to initiate, implement and sustain an effective coaching and feedback system and culture in the organisation?

Learning Objectives

  • Identify the purpose and benefits of providing performance coaching and feedback as a leader
  • Use coaching for performance, career conversations, career development and “stay” interview
  • Acquire a positive mindset and essential skills for effective coaching and feedback
  • Practice coaching using “Whole-Brain” thinking and breakthrough coaching questions
  • Apply Coaching framework in various coaching situations with your subordinates
  • Give positive and constructive feedback that ignite passion and motivate the staff
  • Identify the process initiating, implementing and sustaining an effective coaching and feedback culture in the organisation

Learning Outline

  • Session 1: Fundamentals of Coaching for Performance and Employee Engagement
  • Session 2 : Essential Coaching Skills and Techniques
  • Session 3: Structured Coaching Framework (Practical session)
  • Session 4: Apply Coaching Conversations and Other Coaching Tools
  • Session 5: Giving Feedback, Feedforward and Competencies Development
  • Session 6: Career Conversations
  • Session 7: What’s next after coaching?
  • Session 8: Initiate, implement & sustain a Coaching & Feedback Culture
  • Session 9: The Coaching Journey

Who Will Benefit

Senior HR Executives; HR Supervisors; Assistant HR Managers; HR Managers

Profile of Trainer

Jasmine Liew has 16 years of Human Resource experience in Civil Service, MNCs and GLCs, specialising in Human Resource Development, Organisation Development, Change Management, Leadership-Management Training, Process Facilitation, Performance and Career Coaching.

Her span of experience ranges from the Civil Service- Singapore Land Authority, International Enterprise Singapore, National Healthcare Group, MNCs-Panasonic and Dairy Farm South Asia and the Private Sector- Certis CISCO and PSA. She was the former Head of Organization Development for PSA and also, oversee the Learning and Development departments of organisations that she worked with, previously.

Jasmine is currently an Organisation Learning & Development Consultant that specializes in change management, employee engagement, appreciation at work, high performing team, performance and career coaching, emotional intelligence and process facilitation. She is the Asia Global Premiere Partner of The 5 Languages of Appreciation in the Workplace Program.

Jasmine has received The Training Leader of the Year Award 2017, Asia’s Training & Development Excellence Award. The award was given in due recognition for her high quality of training & development solutions that meet the organisation’s needs and contribute to the success of the organisation through employees’ performance. More than 3,000 regional participants, including C-Suite and Department Heads have attended the training programs conducted by Jasmine for the past 9 years. Beyond Singapore, Jasmine has conducted training in Indonesia, Malaysia, Thailand, Philippines, Vietnam, and India.

She had written several HR and People Management articles for The Straits Times Recruit, SIM Today’s Manager Magazine and HR blog post on Employee Engagement, Change Management and Coaching.

Jasmine holds a Masters in Education & HRD at the George Washington University USA and a Bachelor of Arts from The National University of Singapore.

Duration

2 days

Course Calendar

Schedule Dates Duration SHRI Member Non-Member  
19-20 Oct 17 2 Day S$500.00 S$600.00 Registration

Course fees are subject to the prevailing GST charge. All information is correct at the time of publication. SHRICORP reserves the right to amend any of the above information if necessary.

 

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