Tracking and coaching

Team

Plan

Job Description

Training

Tracking e Coaching

Evaluation

Reflection

Flow

TRACKING AND COACHING

Tracking and Coaching

What is the role of each one?

Where do we go?

What exactly do we do?

How do we improve performance?

WHAT’S ONE OF THE ROLES OF A LEADER?

TEAM MANAGEMENT

Job Description

Plan

Tracking

Coaching


This is the MAIN job of a leader

• Is the job being done?• Are Goals and deadlines being accomplished?• Outline the team performance

Tracking

• What’s holding the improvement of our members?• Identify gaps and support

Coaching


Plan;

Job Description;

Goals and Mesuarable of success.

Track and Coach must be based on:

KEY ELEMENTS FOR TRACKING AND COACHING


CHARACTERISTICS OF A GOOD TRACKING TOOL:

Realistic approach of your members status (who’s

active, who’s passive, who’s high potential);

Better overview over the talent avaliable in our LC;

Outline of the working load in the team;

Ongoing method that establish responsabilities and

DDLs.


CHARACTERISTICS OF A GOOD TRACKING TOOL:

Can be accessed by everyone in real time;

Since it’s a member criteria, can be use to justify low

performance;

Support on area meetings as output for delegated tasks.


TRACKING TOOL IN @FL:

WHAT IS TMT?

A tool for ongoing tracking and evaluation of our

members.

TMT – TASK MANAGEMENT TOOL



HOW DOES IT WORK?

Acessed through the @FL’s Intranet:

https://sites.google.com/a/aiesec.net/aiesecfl/home

Sign in with your my@ account;

Go to de Menu “Area Management” of your area.


https://sites.google.com/a/aiesec.net/aiesecfl/home



HOW DOES IT WORK?

A tutorial in video can be watched:

http://www.youtube.com/watch?v=c4OvqzUylG0&feature

=player_embedded


http://www.youtube.com/watch?v=c4OvqzUylG0&feature=player_embedded





COACHING:

What’s it?

Coaching at @:

Method that helps you give directions, train and prepare a person whit the purpose of reaching

certain objective.

Coaching is used to improving the quality of experiences and results of members through

the period of @XP.


COACHING BENEFITS:

Members will have a person that can offer support and

feedback;

Managing goals in a more structured way;

Goals will be more measurable;

Members will realize how to get to where they want;

Members gain more confidence on themselves.


ROLE OF THE COACH:

Give continuous feedback to the coachee, regarding his

performance;

Promote the vision, principles, knowledge and values of

@ to the coachee;

Help the coachee challenging himself in order to

overcome boundaries.


COACHING PROCESS:

Inputs Technique Outputs


COACHING PROCESS:

INPUTS

Notes and impressions of the member;

Job Description;

Planning;

Priorities;

Results of the area. Inputs Technique Outputs


COACHING PROCESS:

OUTPUTS

Solutions;

Directions;

Priorities;

Next steps.Inputs Technique Outputs


COACHING TECHNIQUES: THE GROW MODEL


COACHING TECHNIQUES: PUSHING AND PULLING

Motivation

Kn

ow

led

ge


COACHING TECHNIQUES: PUSHING AND PULLINGPull in order to guide through @XP

Pull for tracking of activities

Pull in order to guide through the @XP

Push for orientation about the work

Pull to find new challenges.

Pull for new ideias and feedbaks.

Push in order to guide for results

Push to give knowledge of the area

Motivation

Kn

owle

dge


COACHING TECHNIQUES: IMMEDIATE HIGH IMPACT FEEDBACK


COACHING TIPS:

Engage yourself in challenging discussions;

Help the coachee to discover himself;

Learn to ask questions from curiosity, not only because you

have to;

Maintain an ongoing feedback process;

Look for a relaxing place for coaching, and give enough time;


COACHING TIPS:

Be dynamic. You will see that the mood will be passed to the

coachee, and the meeting will be more pleasant;

Use silence during your coaching, it makes people talk;

Let the pearson finish talking before you talk again;

Don’t ask one question and after another.


Dynamic for Diagostic

Sharing your XP

Tracking and CoachingQUESTIONS FOR REFLECTION:

What’s your view about this minimum? (Agree or not, accept or not,

understand its impact,...)

How do your members see this minimum?

What’s the relation between this minimum and the Quality of @XP?

How will this minimum impact on quality and growth of results in your area?

What are the gaps between the ideal situation

and the actual practice?

What can be done to ensure this minimum?


Strategy to Impact

What can YOU do, as a Leader?

What can WE do, as the Quality of @XP Team?

Diego LimaGabriela Santos

Pedro Santos

Quality of @XP TeamTalent Management

AIESEC in Florianópolis - Brazil

Health & Medicine

Tracking and coaching