Taller de la Unidad N° 1 y 2
Texto:
Texto:
Effective strategies for coaching and developing your employees
Performance coaching is not about telling your management team what to do; it is about telling them how to get the best results from their people and processes. If you are experiencing mediocre productivity, ongoing conflict or high turnover, you should look first at your management team. They are the root cause for success and failure. There is an old Chinese proverb that says, “For every hundred men hacking away at the branches of a diseased tree, only one will stoop to inspect the roots.”
It is surprising to me the number of managers and executives that I meet who have no idea how to conduct performance coaching sessions. While facilitating an executive coaching session with a vice president, she told me that she had continually written her managers up and they continued to deliver substandard performance! Her frustration was evident, but writing people up is self-defeating when you have not performed due diligence in the supervisor’s or manager’s performance training. It does not teach the employee or manager the skills they need to move forward. It only punishes them for making mistakes and not performing up to expected standards.
The fact is that most supervisors and managers want to do a good job, but many do not have the skills to deal with the complicated workforce issues prevalent in today’s organizations. Many supervisors and managers are learning as they go. This process is slow, ineffective and costly to organizations as supervisors and managers bungle their way through each day, trying to do the right things.
To effectively conduct performance coaching sessions, you must first understand the root cause of poor performance. Performance is a function of both ability and motivation. For example, someone with 100 percent motivation and 75 percent ability can achieve good to above average performance. However, someone with 25 percent ability will most likely not be able to perform to expected standards, no matter how highly motivated they are to succeed. In the latter case, you will have to identify a strategic plan to provide this person with the skills they need to succeed or you may have to assess whether they are in the right position. Key signs that low ability may be the root cause of poor performance are:
· Evidence of strong effort despite poor performance
· Lack of improvement over time despite ongoing coaching and training
A. Categorias lexicales y uso del diccionario.
1. Selecciona un texto relacionado con tu area de interes.
- Identifica 3 palabras que no conoces. Buscalas en el diccionario, escribe su significado en español.. Agrega las abreviaciones. Indicar que tipo de palabra es (contenido- funcion).
de·vel·op·ment
noun (Abreviación)
English: the act or process of developing; growth; progress: child development; economic development.
Spanish: El acto o proceso de desarrollo; crecimiento; progreso: desarrollo infantil; desarrollo económico.
Palabra: Contenido.
man·ag·er
ˈmæn ɪ dʒərShow Spelled[man-i-jer] Show IPA
noun (Abreviación)
English: a person who has control or direction of an institution, business, etc., or of a part, division, or phase of it.
Spanish: Una persona que tiene el control o la dirección de una institución, empresa, etc. , o de una parte de la división, o fase.
Palabra: Contenido
prov·erb
ˈprɒv ərbShow Spelled[prov-erb] Show IPA
noun (Abreviación)
English: a short popular saying, usually of unknown and ancient origin, that expresses effectively some commonplace truth or useful thought; adage; saw.
Spanish: Un refrán popular, generalmente de origen desconocido y antigua, que expresa con eficacia algunos tópico o pensamiento formativo; adagio; s
2. Idea principal del texto (en español). Explique que dice el texto en sus propias palabras.
Idea Principal: El Coaching trata del desarrollo del liderazgo y la enseñanza en un equipo de supervisores, gerentes y líderes donde se medirán las habilidades y comportamientos que son necesarios para realizar su trabajo tan eficientemente como sea posible con el fin de obtener los mejores resultados para ellos y una empresa.
3. Categorias lexicales: (2 ejemplos por categoria)
Palabras de contenido: productivity, Chinese.
Palabras de Función: and, or, in.
Sustantivos: Jobs, Supervisors.
Verbos: get, look.Adverbio: how, continually,
Adjetivo: surprising, good, costly,
Artículo: The, a.
Preposiciones: as, with, of, from
Conjunción: and, or.Cognados verdaderos: supervisor’s, organizations, processes.
Cognados Falsos: No se observaron en el texto.
Sufijo: continually, Efficiently.
Prefijos:Vice president, Ineffective.
B. Estructura de la oracion:
1. Seleccione dos oraciones de un texto relacionado con su experticia. (Incluya referencia)
A) They are the root cause for success and failure.
Frase nominal: They
Núcleo de la frase nominal: They
Pre modificadores: -----
Post modificadores: -----
Frase verbal: are the root cause for success and failure.
Núcleo de la frase verbal: are
Tiempo verbal: Presente Simple.
B) Performance is a function of both ability and motivation.
Frase nominal: Performance
Núcleo de la frase nominal: Performance
Pre modificadores: --------
Post modificadores: --------
Frase verbal: is a function of both ability and motivation.
Núcleo de la frase verbal: is
Tiempo verbal: Presente Simple.
C) This process is slow, ineffective and costly to organizations as supervisors and managers bungle their way through each day, trying to do the right things.
Frase nominal: This process
Núcleo de la frase nominal: process
Pre modificadores: This
Post modificadores: --------
Frase verbal: is slow, ineffective and costly to organizations as supervisors and managers bungle their way through each day, trying to do the right things.
Núcleo de la frase verbal: is
Tiempo verbal: Presente Simple.
- it (coaching)
- They (management team).
No hay comentarios:
Publicar un comentario