Coaching The Next Generation. Presented by Peg Peterson

Transcription

1 Coaching The Next Generation Presented by Peg Peterson

2 So, what exactly is the Next Generation? Generation Y, were born in the late 60 s to late 70 s the first generation after the Baby Boomers Millennials are often defined as anyone born between the early 1980s and late 1990s.

3 WARNING! Not all Millennials are the same! Those born in the 1980s sometimes identify as Old Millennials and argue there s a big cultural divide within the generation. Identifying traits of Old Millennials include reminiscing about video stores and being able to identify the sound of dial-up Internet

4 How do Millennials Work Best? 84% Of millennials report their employers have adapted to create a more flexible work environment. And the more flexible the job, the more loyal millennials felt toward the company

5 Millennials would take a pay cut. For a better work-life balance. One study found Millennials would work for an average of $7,600 less every year if it meant a better work environment

6 Millennial Fact: 1 in 3 American adults will be a Millennial by 2020 and Millennials will make up 75 percent of the country s workforce by 2025

7 Finish This Sentence: Millennials Are...be honest; what word did you pick? Because I m going with entrepreneurial. The majority of people who started a business in the United States in 2016 were Millennials.

8 What Millennials Want What are we doing today? A Change in Coaching Strategies? Manager Skills and Supervisor Training

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10 Three Main Takeaways ONE The next Generation wants more coaching and feedback than we traditionally deliver TWO They want Flexibility in how coaching is scheduled, heck, they don t want it schedule at all! THREE Change your Frame of Reference! We re coaching entrepreneurs. Agent Focused, Creative, Just-in-Time (aka: all the time)

11 What they want most from their managers isn t more managerial direction, but more help with their own personal development. They Want More Coaching and Feedback. I would like to move ahead in my career. And to do that, it s very important to be in touch with my manager, constantly getting coaching and feedback from him so that I can be more efficient and proficient. Millennials were found to have more selfesteem while also having more anxiety and a higher need for praise. Great coaches understand this, and know that to create a winning team, they need to meet people halfway in their coaching needs.

12 What they want from managers: Inspire me. In all aspects of their lives, Millennials engage with causes that help people, not institutions. The team and the mission, especially tied to a higher purpose, are far more compelling motivators than a message of Do this for the company, or Work on the department goals. Are we ready? The four biggest traits of inspiring leaders are Providing a vision Enhancing relationships Driving results Serving as a principled role model. To a lesser degree, being enthusiastic and being an expert also matter.

13 What they want from managers: Surround me with great people. Young people repeatedly said, Help me up my game by working with people who are talented and better than I am (now). Are we ready? Your job as a manager is to coach that new person while they are most fragile, rather than fostering a sink-or-swim environment. Use techniques such as asking a more experienced player to boost the ego of the new player. Newcomers are fragile and malleable, and a little boost can go a long way toward reducing anxiety and improving performance.

14 What they want from managers: Be authentic. Millennials seek an approachable manager and a role model whom they can emulate. Are we ready? Telling stories of our own failures and struggles, as well as our victories, makes us more approachable. Especially if you sense an agent is overwhelmed/daunted by the skills of those around him. Good coaches aren t afraid to show emotions or experience those of their team, whether it s the rush of victory or the disappointment of defeat. Managers who are authentic coaches and good listeners build trust an essential foundation upon which to build a great team.

15 9 Basic Principles for Coaching Next Gen

16 Table Talk: Rate How well do we do this today? 9 Basic Principles for Coaching Put the employee at ease. This step is important when the coaching session is a response to poor performance it s not as important in other situations. What are you doing/what have you done to master this skill? Brainstorm and select 1 great idea for adding/training/building this skill for your manager/ supervisor coaching tool-kit. Rating scale from 1-5, 1 is low and 5 is high)

17 Table Talk: Rate How well do we do this today? 9 Basic Principles for Coaching Find out what they already know. There s little use in telling them what they already know. Prior knowledge serves as the foundation for new knowledge that s acquired. What are you doing/what have you done to master this skill? Brainstorm and select 1 great idea for adding/training/building this skill for your manager/ supervisor coaching tool-kit. Rating scale from 1-5, 1 is low and 5 is high)

18 Table Talk: 9 Basic Principles for Coaching Present information or demonstrate work methods. This is the point where you deliver the content of the coaching session. What s the KPI, what are your observations, talk about how others are doing it better. Repeat. Repetition enhances understanding and retention. Rate How well do we do this today? What are you doing/what have you done to master this skill? Brainstorm and select 1 great idea for adding/training/building this skill for your manager/ supervisor coaching tool-kit. Rating scale from 1-5, 1 is low and 5 is high)

19 Table Talk: Rate How well do we do this today? 9 Basic Principles for Coaching Provide feedback. Let the employee know what they have successfully learned and what they still need to learn. What are you doing/what have you done to master this skill? Brainstorm and select 1 great idea for adding/training/building this skill for your manager/ supervisor coaching tool-kit. Rating scale from 1-5, 1 is low and 5 is high)

20 Table Talk: Rate How well do we do this today? 9 Basic Principles for Coaching Evaluate learning. Test whether the employee understands the information or can perform the skill. What are you doing/what have you done to master this skill? Brainstorm and select 1 great idea for adding/training/building this skill for your manager/ supervisor coaching tool-kit. Correct. Show the right answers or methods again. Rating scale from 1-5, 1 is low and 5 is high)

21 Table Talk: Rate How well do we do this today? 9 Basic Principles for Coaching Evaluate performance on the job. Periodically check to see whether the employee is using the knowledge or skills effectively on the job. Gradually increase the interval at which you check. The employee should eventually take responsibility What are you doing/what have you done to master this skill? Brainstorm and select 1 great idea for adding/training/building this skill for your manager/ supervisor coaching tool-kit. for monitoring their own performance. Rating scale from 1-5, 1 is low and 5 is high)

22 Table Talk: Rate How well do we do this today? 9 Basic Principles for Coaching Reward. Provide praise or other rewards for successful acquisition and use of the knowledge or skill. What are you doing/what have you done to master this skill? Brainstorm and select 1 great idea for adding/training/building this skill for your manager/ supervisor coaching tool-kit.. Rating scale from 1-5, 1 is low and 5 is high)

23 Coaching Process: How do we line up? NICE Recommended Coaching Process Data + Behavior Approach for Coaching Effectiveness NPM Check in Daily! Evaluate Knowledge. Reward! Observe Performance on the job Present Information, Demonstrate Behaviors Coach Using Simple 4 Step Model & Follow-Up

24 What Millennials Want

25 Resources: Millennials Want to Be Coached at Work Harvard Business Review By Karie Willyerd Why Millennials want Coaches not Managers. The ENGAGE Blog 9 Steps to Coaching Millennials in the Workplace by Michael Brand

26 How was the SESSION? Fill out a short 2 question survey. Open the session in the app and click the Breakout Survey icon.

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