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所在平台: Coursera |
课程主页: https://www.coursera.org/learn/coaching-conversations
课程评论：没有评论
课程名称：教练对话 概述：在“管理者的教练技能”专业化课程中，我们讨论了许多主题以改善与员工的教练对话。现在，是时候将所有理论和讨论付诸实践，分析常见教练对话的优秀实例！本课程建立在该专业化之前的所有课程基础上，强烈建议学生在学习本课程之前，完成或熟悉前面的课程内容，特别是之前课程中讨论的教练策略和工具（如五个为什么技术、抵制现状等），并充分理解思维模型及其各个组成部分：环境、思维、情感、行动和结果。 课程结束时，您将能够在与所领导的员工进行教练对话时，展示适当和有效的策略。通过探索和分析本课程中演示的常见教练场景，您将能够清楚了解在此类对话中，哪些做法有效，哪些做法不够理想。具体而言，您将能够更好地区分发展型教练方法和指令管理风格，讨论处理心态和技能差距的新策略和技术，描述如何在对话中有效使用反馈循环，并展示良好提问技巧与思维模型的运用，不仅帮助员工识别问题，还帮助员工真正改变思维。 最终作业主要是与他人进行一次教练对话，以将您在本课程及整个“管理者的教练技能”专业化中所学的知识付诸实践。再次强调，建议学生在学习本课程之前完成该专业化的其他课程。尤其是，本次同伴评审作业，在没有对这些课程内容的了解的情况下，将难以完成。 完成课程材料和评估后，您将能够与所管理的人进行更有效的一对一教练会议，加深对教练对话这一基本实践的理解。 课程大纲： 第一部分：错失截止日期和应对变更 本模块集中讨论两个常见的教练对话：一个员工持续错过截止日期，另一个员工处理流程变更。您将学习区分发展型教练方法和指令性管理对话，提出心态和技能指导的策略，并识别员工的心态和技能差距。 第二部分：曾经的高绩效者与持续迟到员工 本模块关注一个经历技能差距的曾经高绩效者与一个持续迟到的员工。您将学习额外的技能指导策略，并描述如何在教练对话中使用反馈循环。 第三部分：有效教练的关键要点 在进行专业化的里程碑评估前，我们将回顾一些关键事项，帮助您在组织中实践所学内容。 第四部分：里程碑3：展示您有效的教练能力 本模块是实际准备和进行教练对话的阶段，您将反思自己在该专业化课程中的学习，了解已掌握的领域以及仍需提高的领域。
Part: 1
Title:Missing Deadlines and Dealing with Change
Description:Welcome to Coaching for Managers Specialization Course 4: Coaching Conversations. In this first module we're going to focus on two common coaching conversations - an employee who consistently misses predetermined deadlines, and an employee dealing with a process change. By the end of this module, you should be able to differentiate between a developmental coaching approach and a directive management conversation, suggest strategies for both mindset and skill set coaching, and identify mindset and skill set gaps in employees. After a short introductory video, you will watch both an ineffective example, and effective, model example of how each type of conversation should be handled; we will wrap up each lesson with an in depth review and analysis of both the ineffective example and the effective example before you have the opportunity to check your understanding of the material.
Part: 2
Title:Former High Performer & Consistently Late to Work
Description:In this next module we'll focus on an employee who is a former high performer who is experiencing a skill set gap and an employee who is consistently late to work. By the end of this module you should be able to articulate some additional strategies for skill set coaching, such as peer mentoring, as well as be able to describe how to make use of the feedback loop in a coaching conversation. As in Module 1, after a short introductory video, you will watch both an ineffective example, and effective, model example of how each type of conversation should be handled. Then we will wrap up each lesson with an in-depth review and analysis of both the ineffective and effective example. A quiz at the end of the module will allow you to assess your understanding of the material.
Part: 3
Title:Key Takeaways for Effective Coaching
Description:Before moving on to this course's specialization milestone, we're going to step back a bit and take a look at some final items to consider as you really begin to put everything you've learned throughout the specialization into practice within your organization. You'll be able to relate the importance of identifying an employee's thoughts, acknowledging an employee's strengths along with what needs to be worked on when coaching, making sure that an employee buys into the process and actually wants to participate in a coaching conversation. We'll wrap up with talking about how, like any skill, coaching takes practice, and making mistakes is part of the learning process.
Part: 4
Title:Milestone 3: Demonstrate Your Ability to Coach Effectively
Description:In this final module, it's time to actually prep for and have some coaching conversations. This is a true test for yourself to see how far you've come in this specialization and will help you reflect on areas in which you're already doing well and areas where you still may need a little work. This module contains an overview video discussing key ideas to consider when working on the milestone, as well as some review videos from earlier courses in the specialization that should help you as you work on the assignments related to this milestone. Good luck!
Throughout the Coaching Skills for Managers specialization, we’ve discussed many topics for improving coaching conversations with our employees. It is now time to put all of that theory and discussion into practice and examine great examples of common coaching conversations! Note: This course builds on all previous courses in the Coaching Skills for Managers specialization. It is highly recommended that students complete or be familiar with the topics covered in those courses before taking this course. In particular, you should be familiar with the coaching strategies and tools discussed in previous courses (such as the 5 whys technique, resisting what is, among others), and should have a full understanding of the Thought model and the various components of it: circumstances, thoughts, feelings, actions, and results. By the end of this course, you will be able to demonstrate appropriate and effective strategies when engaging in coaching conversations with those that you lead. By exploring and analyzing common coaching scenarios that are acted out in this course, you will have a great sense of what works well and not so well during such a conversation. Specifically, you'll be able to better differentiate between a developmental coaching approach and a directive management style, discuss new strategies and techniques for dealing with both mind set and skill set gaps, describe how to use the feedback loop effectively in a conversation, and demonstrate the use of good questioning techniques and the thought model to not only help an employee identify issues, but help the employee really change their thinking. The final assignment is all about actually having a coaching conversation with another person where you can apply everything you've learned in this course and throughout the Coaching Skills for Managers specialization. Again, it is highly recommended students complete the other courses in the specialization before taking this one. This peer review assignment, in particular, will be difficult to complete without knowledge of the topics covered in these courses. After going through the course materials and completing the assessments, you will be able to have more effective one-on one-coaching meetings with those you manage and deepen your understanding of the essential practice of coaching conversations.
