IKAN LUMBA - LUMBA

IKAN KAKAP

IKAN HIU

5 Kecerdasan SDM Unggul (ADVANCE OF HUMAN RESOURCES)

1. IQ = Intelligence Quotients 2. EQ = Emotional Quotients 3. SQ = Spiritual Quotients 4.. MQ = Moral Quotients 5. AQ = Adversity Quotients

COACHING
DEFINED

COACHING
UPAYA MEMBUKA POTENSI DIRI AGAR MAMPU MENCAPAI KINERJA TINGGI

CHARACTERISTICS OF AN EFFECTIVE COACH

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12.
KETRAMPILAN BERKOMUNIKASI ( VERBAL AND WRITTEN ) KETRAMPILAN MAU MENDENGAR YG BAGUS RASA EMPATI KETRAMPILAN TEKNIS ANTUSIAS KEMAMPUAN MENGORGANISIR FLEKSIBELITAS PENERIMAAN FEEDBACK ORIENTASI TUJUAN ORIENTASI MANUSIA KREATIVITAS MENTALITAS BERMAIN TIM

USED COACHING
1. 2.
MENGINSTRUKSIKA N MENGKOMUNIKASI KAN MENGANALISIS MELATIHKAN MEMFASILITASI MENGARAHKAN MENDELEGASIKAN MEMBANTU MENGKOLABORASI MEMBIMBING MEMOTIVASI MENDUKUNG

SKILLS

3. 4. 5. 6. 7. 8. 9. 10. 11. 12.

Kualitas Coacher
John Withmore (1997)
Seorang Coacher haruslah :

Sabar bersifat mendukung Berminat atas persoalan pendengar yang baik punya persepektif jelas Sadar akan diri sendiri Punya Perhatian Retentif (berdaya ingat kuat) Memiliki Keahlian Berpengetahuan Punya kredibilitas Berwibawa.

Effective Coacher (Marianne Minor)

Sifat Dasar Coaching

Membangkitkan kesadaran :

Membangkitkan tanggung jawab :

Kesadaran (kunci) merupakan hasil perhatian terpusat, konsentrasi, kejernihan Sadar membuktikan seseorang mempunyai pengetahuan tentang sesuatu melalui kewaspadaan dalam mengobsevasi atau menginterpertasi apa yang dilihat, didengar & dirasakan Kesadaran dapat dibangkitkan melalui perhatian terpusat Kesadaran tinggi memberikan kejernihan persepsi lebih besar daripada kondisi normal, layaknya kaca pembesar. Terdiri dari tanggung jawab kolektif & individu Melalui coaching, manajer & staf diharapkan memiliki tanggung jawab tinggi dalam melaksanakan fungsi dan tugasnya yang akhirnya memaksimalkan kinerja organisasi

ADDITIONAL QUALITIES OF A COACH

1. 2. 3. 4.
SABAR SUPORTIF BERMINAT PENDENGAR YG BAIK 5. PERSEPTIF 6. KESADARAN 7. PERHATIAN 8. MENYIMPAN RAHASIA 9. PENGETAHUAN LUAS 10. KREDIBELITAS

BENEFITS
OF COACHING
MENINGKATKAN KINERJA MENGEMBANGAN STAF MENINGKATKAN BELAJAR MENINGKATKAN HUBUNGAN MENINGKATKAN KUALITAS KEHIDUPAN KERJA IDE LEBIH KREATIF LEBIH MENDAYAGUNAKAN ORANG LEBIH EFEKTIF MAMPU BERADAPTASI THD PERUBAHAN MENINGKATKAN KUANTITAS DAN KUALITAS KERJA MENINGKATKAN KEMAMPUAN MEMECAHKAN MASALAH LEBIH MUDAH PENCAPAIAN TUJUAN TRANSFER PENGETAHUAN DAN PENGALAMAN

BARRIERS
TO COACHING
INTERNAL BARRIERS 1. 2. 3. 4. 5. 6.
TIDAK MAU MELAKUKAN SEKARANG TAKUT TIDAK BERHASIL TIDAK TAHU CARA BERTANYA EFEKTIF TIDAK MENDAPAT HASIL SEGERA TIDAK YAKIN DIRI ONLY MONEY MOTIVATES PEOPLE

Characteristic of People

Quiz - 01 :

APA YANG AKAN TERJADI APABILA SETIAP ORANG MEMPERTAHANKAN PERSEPSINYA MASING-MASING?

JADI BAIKNYA SEPERTI APA ?

MENCOBA MEMAHAMI INTERPRETASI, PERSEPSI & SUDUT PANDANG ORANG LAIN

BAGAIMANA HASILNYA ?

OTAK MANUSIA ???

BAGAIMANAKAH ANDA?

Game-03 : Hubungkan ke 9 titik di bawah dengan menggunakan 4 buah garis tanpa mengangkat alat tulis atau mengulang satu titik dua kali.

COACHER - SUPER LEADER (SUPER TEAMWORK)

IM OK YOU ARE OK
Rambut : Meyakinkan Otak : Berpikir Positif Mata : Melihat Kesempatan Hidung : Penciuman Peka Terhadap Informasi Telinga : Mendengar Informasi Mulut : Berdiplomasi Bahu : Tanggung Jawab Dasi : Wibawa Dada : Jiwa Besar Perut : Selera Tinggi Tangan : Mencapai Tujuan Jam : Menepati Janji

THE

KEY
TO DEVELOP PEOPLE
IS TO CATCH THEM

DOING SOMETHING
RIGHT

PERFORMANCE COACHING
IS BASED UPON

CONTEXT SKILL SEQUENCE

- AWARENESS AND RESPONSIBILITY (KESADARAN DAN TANGGUNG JAWAB) - EFFECTIVE QUESTIONING (PERTANYAAN EFEKTIF) - G - GOALS (TUJUAN) R - REALITY (REALITAS) O - OPTIONS (OPSI) W - WILL (KEMAUAN)

ELEMENTS INFLUENCING
PERFORMANCE RESULTS

(P T) M E
WHERE :
A P = ABILITY TO PERFORM (KEMAMPUAN BERPRESTASI) = PERFORMANCE (KINERJA)

T = TRAINING (PELATIHAN) M E R = MOTIVATION (MOTIVASI) = EXTERNAL INFLUENCES (PENGARUH EKSTERNAL) = PERFORMANCE RESULT(HASIL KINERJA)

KEITH DAVIS
PERFORMANCE = MOTIVATION X ABILITY
MOTIVATION = ATTITUDE X SITUATION ABILITY = KNOWLEDGE X SKILL

COACHING
STEP 1 : GEETING AGREEMENT A PROBLEM EXISTS
(MEMBUAT PERSETUJUAN MASALAHNYA) STEP 2 : MUTUALLY DISCUSS ALTERNATIVE SOLUTIONS (DISKUSI SECARA BERSAMA ALTERNATIF SOLUSINYA) STEP 3 : MUTUALLY AGREE ON ACTION TO BE TAKEN TO SOLVE THE PROBLEM (PERSETUJUAN BERSAMA AKSI YG DIAMBIL UTK PEMECAHAN MASALAH) STEP 4 : FOLLOW UP TO INSURE THAT AGREE UPON ACTION HAS BEEN TAKEN

(TINDAKLANJUT MENJAMIN PERSETUJUAN AKSI DILAKUKAN)

STEP 5 : RECOGNIZE ANY ACHIEVEMENT (MENGENALI KEMBALI PENCAPAI HASILNYA)

STAFF COACHING : THE COACHING PROCESS

ASSESS PRESENT
PERFORMANCE

COACHING

MENTORING

COUNSELING

TEAM

INVOLVEMENT

FOUR S FOR SEUCCESSFUL STAFF COACHING

P = PLAN =RENCANA
P = PRACTICE =

PRAKTIS
P = PATIENCE =

KESABARAN
P = PERSISTENCE = KETEKUNAN

C.O.A.C.H TO WIN
C O A C H
- CONVICATION ORIENTED (ORIENTASI - OVERLEARNING (TERUS BELAJAR) - AUDIBLE READY (SIAP MENDENGAR) - CONSISTENCY (KONSISTEN) - HONESTY BASED (DIDASARKAN KEJUJURAN)

THE COACHING PROCESS MODEL

1. ESTABLIST GOALS 2. COLLECT PERFORMANCE DATA 8. EVALUATE PERFORMANCE 3. ANALYZE PERFORMANCE

7. IMPLEMENT STRATEGIES

FEEDBACK

4. REVIEW AND MONEY PERFORMANCE GOALS AS NEEDED

6. DEVELOP ACTION PLAN

5. IDENTIFY DEVELOPMENTAL RESOURCES

THE COACHING RPOCESS MODEL

PHASE 1 : ESTABLISH GOALS
- ABLITIY (KEMAMPUAN) - SKILLS (KETRAMPILAN) - AVAILABLE TIME (WAKTU) - DESIRES (HASRAT) 2.MEASUBLE FACTORS : - TIME (WAKTU) - MONEY(BIAYA/UANG) - QUANTITY (KUANTITAS) - QUALITY (KUALITAS)

1.REALISTIC AND ATTAINABLE IN TERMS OF THE EMPLOYEES :

THE COACHING PROCESS MODEL

PHASE 2 : COLLECT PERFORMANCE DATA
METHODS FOR GATHERING PERFORMANCE DATA - CUSTOMER SURVEYS(SURVEI KONDISI SISWA) - PERSONAL OBSERVATION (OBSERVASI PRIBADI) - INTERVIEWS (WAWANCARA) (PEERS/EMPLOYEE/OTHER SUPERVISORS) - PERFORMANCE APPRAISALS (PENILAIAN KINERJA) - REPORTS (LAPORAN) - SELF-ASSESSMENT QUESTIONARIES (PERTANYAAN DIRI SENDIRI)

THE COACHING PROCESS MODEL

PHASE 3 : ANALYZE PERFORMANCE
IT IS AN IMPORTANT PART OF YOUR ANALYSIS TO CONSIDER ALL FACTORS THAT MAY BE AFFECTING THE EMPLOYEES PERFORMANCE EITHER POSITIVELY OR NEGATIVELT POTENTIAL INFLUENCES INCLUDE :

-SUPERVISORY COACHING -EMPLOYEE KNOWLEDGE OR SKILLS -CHANGE IN THE WORKPLACE/ORGANIZATION:

o STRUCTURES o POLICIES o PROCEDURES o PERSONAL o TECHNOLOGY

THE COACHING PROCESS MODEL

PHASE 4 : REVIEW AND MODIFY PERFORMANCE GOALS AS NEEDED
SCHEDULE A MEETING TO COACH YOUR EMPLOYEE AND REDEFINE GOALS AS NECESSARY

PHASE 5 : IDENTIFY DEVELOPMENTAL RESOURCES

DEPENDING ON TIME, EMPLOYEE, DEFICIENCY, AND GENERAL ORGANIZATIONAL ATMOSPHERE, DETERMINE WHICH TEQNIQUES ARE THE MOST VIABLE

PHASE 6 : DEVELOP AND ACTION PLAN

THE PLAN SHOULD NOT BE COMPILATED, AND THERE MUST BE COMMITMENT BY THE COACH AND THE EMPLOYEE FOR THE ACTION PLAN TO WORK

THE COACHING PROCESS MODEL

PHASE 7 : IMPLEMENT STRATEGIES TAKE CARE TO ESTABLISH THE PROPER SETTING FOR SUCCESS
1. 2. 3. 4. 5. 6. DESCRIBE THE SPECIFIC SKILL DESIRED OF THE EMPLOYEE DEMONSTRATE THE SKILL SOLICIT FEEDBACK HAVE THE EMPLOYEE PERFORM THE TASKS PROVIDE FEEDBACK ON PERFORMANCE MODIFY THE TRAINING ACTIVITY IF NECESSARY

PHASE 8 : EVALUATE PERFORMANCE

BY USING MEASURABLE STANDARS, ASESS YOUR EMPLOYES SUCCEES OR FAILURE

COACHING QUESTIONS
GOAL ORIENTED

WILL ORIENTED

REALITY ORIENTED

OPTIONS ORIENTED

COACHING FOR BETTER RELATIONSHIP

TIPS FOR EFFECTIVE COACHING : 1. ESTABILISH SOLID TWO-WAY COMMUNICATION (MENETAPKAN KOMUNIKASI DUA ARAH) DEVELOP TRUST WITH PUPILS (MEMBANGUN SALING PERCAYA DNG SISWA) ACKNOWLEDGE ACCOMPLISHMENTS, AND SACRIFICES (PEMENUHAN PENGAKUAN DAN PENGORBANAN) OPENLY SOLICIT IDEAS, SUGGESTIONS, AND CRITICISMS (MEMBUKA IDE-IDE, USUL DAN KRITIKAN) LISTEN TO WHAT OTHERS HAVE TO SAY (MAU MENDENGAR APA YG DIKATAKAN ORANG LAIN) PROVIDE AN OPEN-DOOR POLICY FOR PERFORMANCE PROBLEMS(BERSEDIA TERBUKA UTK MASALAH KINERJA)

2.
3. 4. 5. 6.

COACHING FOR BETTER RELATIONSHIP

TIPS FOR EFFECTIVE COACHING :

7.

DETERMINE GUIDELINES TO FOLLOW IN COMPLETING ASSIGMENTS

8.
9. 10. 11. 12.

SET REALISTIC GOAL WHEN ASSIGNING TASKS

CHECHK FOR EMPLOYEE UNDERST ANDING OF INSTRUCTION GIVE HONEST AND FAIR FEEDBACK ON AN ONGOING BASIS ALLOW ROOM FOR PERSONAL AND PROFFESIONAL GROWTH INVOLVE OTHERS IN YOUR DECISION MAKING

COACHING FOR BETTER RELATIONSHIP

TIPS FOR EFFECTIVE COACHING :

13.
14.

TEACH SIMPLE, BASIC IDEAS, CONCEPTS OR TECHNIQUES FIRST, THEN FOLLOW UP WITH MORE ADVANCED STRATEGIES WHENEVER EMPLOYEES APPEAR TO BE IN SLUMP, COACH THEM USE SUCCESFULE EMPLOYEES AS MENTORS OR PEER COACHEES

15.

16. ACT AS A RESOURCE TO EMPLOYEES, FEERS AND YOUR BOSS

TO PERFORMANCE YOUR

EIGHT HURDLES

COACHING ROLE

1. 2. 3. 4. 5. 6. 7. 8.

DETACHED LEADERSHIP LACK OF GOALS FAILURE TO PROVIDE PERSPECTIVE FAILURE TO BE SPECIFIC FAILURE TO SECURE COMMITMENT TAKING THE PATH OF LEAST RESISTANCE FAILURE TO IDENTIFY RESULT IMPATIENCE

MANAGEMENT KINERJA DALAM KONTEKS PENGEMBANGAN SDM PERFORMANCE MANAGEMENT

KNOW YOUR JOB

Matching
DO/ ACTION

KNOW YOUR PEOPLE

PLAN

CHECK

Mission, Vision & Strategy

Reward

EXTERNAL ENVIRONMENT

Selection

Performance

Appraisal

Organizational Structure Development

THE KEY LEADER OF EMPLOYEES AND PERFORMANCE MANAGEMENT SYSTEM

Focus Direction

Vision
Work Planning

Involvement

Individual Work
Competence

High Performance Work Place

Culture & Practices

Communication

Process Work Performance Work Environment

Sepuluh Pedoman Pelaksanaan Coaching yang Berhasil

Perlakukan Karyawan dengan sangat ramah Jelaskan maksud tujuan pertemuan ini Jelaskan masalah kinerja atau hal hal yang

memerlukan penyempurnaan dan jelaskan konsekuensinya bagi anda, karyawan, unit kerja dan perusahaan Dengarkan apa yang dikatakan oleh karyawan dan pahami perasaannya Galilah pendapat karyawan tentang upaya penyempurnaan / peningkatan kerja Bertayalah dengan pertayaan terbuka untuk memacu karyawan melakukan analisis dan memberikan usulan spesifik Tunjukan penghargaan anda terhadap kemampuannya mengatasi masalah dan mencari penyelesaian Berikan usulan seperlunya, kemudian galilah pendapatnya Sepakatilah hal hal yang telah disetujui bersama