Coaching Staff to the Next Level
Reba Rose with Stand Tall Leadership
www.standtall-leadership.xyz
Find me on Linkedin
Principles of Leadership Communication
! 
! 
! 
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Show up and choose to be present
Pay attention to what has heart &
meaning
Tell the truth without blame or
judgment
Be open to outcome, not attached to
outcome
The Four-Fold Way by Angeles Arrien, Ph.D
Overview
Goal: Practice being a coach who can promote personal
accountability
Today we will:
Strengthen our coaching skills as we reflect on our
coaching practices
"  Assess a staff person using the matrix as an
assessment tool
"  Generate a plan for partnering with staff to get
inspired or build skills
" 
Continuum of Coaching Support
FORGE A PARTNERSHIP
DRIVE TOWARDS RESULTS
Build a Trusting Relationship
• 
• 
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Retain Coachable Staff
Build Trust
Get Agreement
Set Expectations
Set Boundaries
Set General
Goals
• 
• 
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• 
GRADUAL RELEASE OF
RESPONSIBILITY
PROVIDE ONGOING
COACHING & FEEDBACK
•  Observe Individual
•  Share warm/cool
feedback
•  Set Specific Goals &
action steps
•  Address Expectations
•  Track Progress
Track Progress
Name what is needed
Request specific change
Contract for outcome
BUILD SKILLS
Hold Staff Accountable
•  Assess Motivation/
Mastery
•  Set Measurable goals
•  Role Play
•  Practice Sessions
•  Share Strategies
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•  Assess Self-Correction
•  Guide-by the side:
•  Model/Assess
•  Shared
•  Guided
•  Step Back
Coaching Skills
" 
Listen (vs. wait to speak)
! Mirror
or paraphrase what you
heard
! Be empathetic & supportive
" 
Track: playback key content
or what has heart/meaning
Coaching Check in
Speaker reflects on:
"  What I do to be present & connect with staff
every day is.. and/or
"  What I have done to forge a partnership and
understand staff at a deeper level is…
Coach:
"  Listen and track mentally
(You will reflect back when time is over)
Coaching Skills
" 
Listen (vs. wait to speak)
! Mirror
or paraphrase what you
heard
! Be empathetic & supportive
Track: playback key content
" Inquiry: Ask open-ended Qs
such as what or how
" 
Coaching Check in
Speaker reflects on:
"  What ongoing check-ins or coaching are
you doing now? and/or
"  What are your challenges with providing
coaching?
Coach:
"  Listen and track verbally (with empathy)
"  If you hear an idea, ask an open-ended
question
# 
Directive: Make decisions &
TELL others what to do
# 
Facilitative: Invite input and ASK
questions
# 
Stepping Back: When group is ready &
has skills, let them lead the way
Mastery
Mastery/MotivationMatrix
Be Facilitative
then Directive
Give Guidelines
and Step Back
Be Directive
and Motivate
Be Directive then
Facilitative
Motivation
Scenario #1
A staff person is struggling with leading games & team
building activities with youth. He ends up frustrated and
starts “yelling at” the youth to “pay attention and
participate” while he is in trying to lead a game. The
approach the site director could take:
a. 
b. 
c. 
d. 
Directive
Directive/Coaching
Coaching/Directive
Step Back
Scenario #2
A staff person who has been on site for three years
begins coming in late. Previously she would be sure to
really get to know the kids in the program. Lately she
has been ignoring new youth and only relating to the
kids she’s known since the beginning. The approach the
site director could take:
a. 
b. 
c. 
d. 
Directive
Directive/Coaching
Coaching/Directive
Step Back
Scenario #3
A staff person wants to start a youth leadership
group but has never done it before. She comes to you
with plans and you notice there is not a step in the
initial planning that involves youth input or
involvement up front. The approach you could take:
a. 
b. 
c. 
d. 
Directive
Directive/Coaching
Coaching/Directive
Step Back
Coaching Challenges
What
challenges are
you having with
staff? What
topics do you
need to
address?
IsitMastery?...BuildTheirSkills!
$  Model & Teach:
$  Review the specific steps of the skill or strategy
$  Role play a response to a challenging situation
$  Work side by side to model in action
$ 
Use Personal Stories:
$  Share
your experiences, information or resources
$ 
Recommend More Staff Development
$ 
Structure Achievable Milestones
IsitMotivation?...InspireThem!
Have a heart-to-heart
$  Provide structure or processes to make it easier
$  Identify what is in their way
$  Increase responsibilities & opportunities to own it
$  Link to career goals
$  Encourage & appreciate them
$ 
PrepforaDeeper1-1Coaching
Conversation
Step 1: Select one staff person and an area of focus you want to
address; plot them on the matrix
Mastery: What do you want them to strengthen? What are they good at
already?
!  Motivation: What behaviors do you want them to address? Where are
they already engaged?
!  What other staff could mentor them?
! 
Step 2: What kind of conversation do you need to have with them?
!  BUILD
MASTERY: Address a skill gap and create an action plan to
develop a skill
!  IGNITE MOTIVATION: Have a heart-to-heart to re-engage and
address challenges
Action Plan: identify clear goals
What is a solid action plan?
Power of the pen: who should fill it out?
"  Narrow in on 1 or 2 goals
"  Write specific action steps & capture quick fixes
"  Start with a VERB
"  Be sure to name WHEN each step will take place
"  Write in resources or support needed
"  Set a time to follow up
" 
Coaching Skills
" 
Listening:
!  Reflective
!  Supportive
!  Listen
for Possibility
Tracking
"  Inquiry: Open Ended Qs
"  Playback
"  Naming It
" 
Peer Coaching Conversation
1. 
2. 
3. 
What is the staff
person doing well?
What do you want
to see change?
What are the best
next steps?
Practice Session Feedback
" 
Coachee: To the coach
% 
% 
" 
Warm feedback: What the coach did that worked
was….
Cool feedback: What I wanted more of from the
coach was….
Coach: Self Reflect
% 
% 
How did I do in listening, tracking and asking open
ended questions?
What did I do to support the coachee in defining a
goal and creating next steps?
Tips for Giving Specific Feedback
Timing: is this the right moment to address this
issue; is another time better?
"  Context: is this the right place, situation or
setting to address this?
"  Content: is this what you need to say and
address; is this the right issue to bring up?
"  Check for Understanding: are they clear on
what you are saying? What are next steps?
" 
THANKS!!
Connect with me on
Linkedin
www.standtall-leadership.xyz
Reba Rose
[email protected]
510-610-0092