Could coaching be the secret ingredient that propels your team to unparalleled success? Step into the future as we unravel the mysteries of coaching automation systems, where the personal touch of one-on-one leadership coaching fuses with the dynamic world of digital content. Our exploration takes us through a realm where videos, articles, and reflective questions become the tools for transformation, driving employees to critically assess their attitudes and behaviors. While emphasizing the undeniable impact of leader-employee interactions, especially in the realms of performance evaluation and authentic connection, we'll demonstrate how you can harness the power of coaching automation to elevate your team's performance without losing that personal touch.
Join us as we take you through a four-step journey to implement a coaching automation system that's brimming with inspirational content, designed to prompt self-reflection and accountability. We'll share an inspiring case study that showcases the profound effect of this approach on a team struggling with morale and teamwork issues. By strategically combining thought-provoking content with structured feedback, we reveal how such a system can ignite change and foster an environment that buzzes with positivity and productivity. Be prepared to witness the metamorphosis of your team as we guide you through curating content that inspires, crafting questions that provoke, and assessing learning in a way that ensures lasting change.
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Speaker 1:
How to set up your own coaching automation system. First of all, what's a coaching automation system? First, let's think about coaching in its traditional sense. Coaching is when a coach, specifically in our case a leader, is coaching his or her employee and they're coaching them, let's say, on a particular area. Now that requires weekly, bi-weekly conversations where there's questions asked and activities are facilitated to drive positive change. That, in essence, is coaching at its most fundamental element. Now, with that being said, what if content replaced conversations? So let's take somebody with a negative attitude. Now let me be very clear. Before I go into the four steps of how to set up a coaching automation system, we have to understand one thing Nothing replaces a leader sitting down with his or her employees.
Speaker 1:
Nothing should, we should never fully replace that conversation. Here's why, at the end of the year, or maybe quarterly, there's going to be a review. End of the year review, let's just say that, for traditional sake, if somebody does not coach directly and then evaluates the employee, the employee will look for ways to discount that evaluation, because they're going to immediately jump to this element of well, you haven't spent time with me, you haven't coached me. It almost gets weaponized against the leader. Now let's take someone with a negative attitude. A traditional coach would ask questions such as what are you going to do to positively engage with your teammates, and so on. Now what if? For, let's say, 30 days and I'm going to give you a case study here in a second for 30 days that employee got two videos a week. Let's just say Tuesday and Thursday they get a video and they're asked to watch a two to three minute let's say YouTube or Vimeo video clip. It's a feel good inspiration story. It's a comeback story. It's about a feel good story about somebody overcoming challenges in life.
Speaker 1:
I once sent out one of my favorite videos is called Money Robert, about a Down syndrome manager who made the last shot senior night. He got to suit up with the team. He didn't get carried off the floor by his team, he got carried off the floor by both teams. I've used that video when people are complaining and commiserating, and I use that video and I always say think about what this family's got to deal with, think about what this kid just experienced. And all of a sudden it diffuses everyone's willingness to complain and they start to yeah, I got to be more upbeat, I got to be more energetic.
Speaker 1:
So what you do is you replace content with conversation. So every Tuesday and Thursday, somebody gets a video, and it doesn't just have to be video, it could be a podcast, it could be an audio clip, it could be an article what have you? They get that content and then they're asked questions such as what did you take away from this video? What did you learn about yourself? What will you do to simulate this type of behavior positively, and what we then do. Step three. So step one is using content. Step two is attaching questions to the content piece and then, step three, we use something called a last assessment. How do you make training and learning last? Last is an acronym for learning. Action, share and tell what did you learn, what actions did you take? Share what you did. Tell us what you're going to do going forward, which is really the accountability piece. Now here's the cool thing they can do that in a fillable PDF, and some of our clients actually do it in an actual assessment form, and we'll ask data questions such as do you feel like you're getting more positive? Do you feel like this is making a difference? Do you feel like this is going to assist you in reaching your goal.
Speaker 1:
Recently we did this with a small team of six people who are really struggling, really struggling with mentality, attitude, teamwork. And at the end of the 30 days we asked the manager. I said so what were some of your observations? He goes. You know, it's weird, it's almost like I forgot we were doing this because there was no complaining. I said really. He said yeah. He said I think this process gets them to stop and think and reflect, which most of us don't do until we're prompted to. So again, here's the four steps Content. Step two, questions. Step three an assessment. Now we use something called a last assessment and then you derive data. You look at the trends of what's going on. Here's the amazing thing very easy to do, very non-work-interruptive, this can really support talent development, behavioral acceleration of employees. It can accelerate teamwork. Now what we've done here at Progress Coaching is we built out a whole product line called Coach To you. We bring coaching to you. It's a great supplement to leaders' coaching. Let me know your thoughts.