CAMSO Coaching and Development Workbook by katiemkey

Understand the assessments Understand the role of effort Understand the value of feedback Use and apply to optimize individual and team results _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Please begin your report with an introduction. (Name, Job Title, Location, Longevity with CAMSO, etc.)

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Use assessments to understand people Use assessment results to coach people Understand talent/effort mix Delivering Performance Feedback Preview and Coach Call Planning Critique and Coach Post-Call Review

Coach Effort ď&#x20AC;´Improved Performance

Assessment Background and Key Basics Understanding Your Assessment Identifying Personal Assessment Differences Understanding Assessment Coaching Booklet Utilizing Assessment Coaching Booklet Summary and Closing _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Since 1979, over 25 million assessments have been taken. THe area shown on the scales is the bell curve (68%) of the responses. On the scales, 25 points difference, in either direction, is a different “neighborhood” and a different perception of the trait measured. All scales extend to +144 on the left and to -144 on the right. The zeroes (0) are not lined up; they fall where they are based upon the millions of responses. There are no good or bad scale results, and the numbers are not “scores”. There are, however, bad fits for given jobs and roles.

Enterprising Potential is a measure of oneâ&#x20AC;&#x2122;s initiative; the ability and confidence to plan and direct oneself effectively, and whether one is more comfortable directing activities or responding to direction. As with Achievement and Independence Potential, these 3 traits are all formed by the way we were raised, and our experiences, by the age of 16. Achievement Potential is a measure of the factors which motivate one to do their best and achieve something they determine to be worthwhile. Independence Potential is a measure of oneâ&#x20AC;&#x2122;s need for structure, feedback, and team orientation.

These four traits are formed largely by our mid-late twenties; after our first job or two, and they will continue to evolve, with numbers moving (though not by much), based on our experiences and lessons we learn. The Comfort with Conflict scale is a measure of one’s level of comfort in situations of conflict, or the definite potential for conflict. The Emotional Quotient scale measures one’s awareness and responsiveness to one’s own emotions, and the emotions of others. The People Orientation scale reports on one’s approach to building relationships and the degree to which one enjoys meeting new people. The Analytical Orientation scale evaluates one’s interest in learning for its own sake, and one’s preference for dealing with detailed, technical information. _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

These indicators are entirely different from the previous scales. While the earlier scales were all predictive, based on long-term experience and learning, these five scales are the equivalent of ‘vital signs’ in medicine, things like blood pressure, oxygen levels and temperature. These measure several key emotional factors of how one was feeling when they took the assessment; what their life – at that time – was marinating in, and these can all change quickly due to circumstances. Unlike the previous scales, there are better and worse results on these scales. The Self-Confidence scale is a measurement of how ‘in control’ of one’s life the person is feeling when they took the assessment. Do they feel they have the ability to control circumstances, or do they feel controlled by them? The Lifestyle Management scale indicates how well one is dealing with the various stressors in their life. Are they coping, or feeling overwhelmed? The Commitment Reluctance scale measures one’s ability to commit oneself to jobs, projects and responsibilities, and their comfort in holding others accountable. The Listening Style scale measures one’s level of attentive listening, and whether they practice active-listening skills in their interactions with others. The Uncertainty Indicator is an acutely accurate measure of one’s candor and transparency in answering the questions about their attitudes and beliefs. _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Measures self management potential and natural business development style _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

What is the points Difference between the two of you? Are you more similar or different? if different, different how? Conclusions Questions

What is the points Difference between the two of you? Are you more similar or different? if different, different how? Conclusions Questions MANAGERS Where are you in the class’s EP range? What might that mean?

Where are you in the class’s AP range? What might that mean?

Where are you in the class’s IP range? What might that mean?

Where are you in the class’s CWC range? What might that mean?

Where are you in the class’s PO range? What might that mean?

Review your peopleâ&#x20AC;&#x2122;s Coaching Notebooks, find their numbers on each scale, and locate their number (and write their initials) in the appropriate spot on the scales below; then answer the questions for each scale:

Which team member is furthest from you (largest # gap) on the scale? Is he/she to your left or your right on the scale? Is he/she the most difficult for you to manage? If so, how?

Which team member is furthest from you (largest # gap) on the scale? What seems to motivate him/her? How have you seen that motivation play out in his/her performance?

Which team member is furthest from you (largest # gap) on the scale? Is he/she to your left or your right on the scale? How have you given him/her feedback in the past? Has it been effective? Why or why not? Have you provided the structure he/she needs? How have you noticed their team orientation (or lack)?

Which team member is furthest from you (largest # gap) on the scale? Is he/she to your left or your right on the scale? How does his/her orientation make itself most obvious? Is his/her PEO a strength or a weakness in his/her current role?

Which team member is furthest from you (largest # gap) on the scale? How have you noticed his/her AO in his/her behavior and performance? How does it impact his/her decision-making? Is his/her AO a strength or a weakness in his/her current role?

Pair up with someone new; compare your answers from the last exercise, and discuss what your answers mean for each scale. Write down any comments that come to mind, any questions you have, any observations you make, and any conclusions you can draw; write them in the appropriate spaces below, and be prepared to discuss them at the end of the exercise. EP My furthest person by number:

Partner’s furthest person:

Comments: Questions: Observations: Conclusions: AP My furthest person by number:

Partner’s furthest person:

Comments: Questions: Observations: Conclusions: IP My furthest person by number: Comments: Questions: Observations: Conclusions:

Partner’s furthest person:

PEO My furthest person by number:

Partnerâ&#x20AC;&#x2122;s furthest person:

Comments: Questions: Observations: Conclusions: AO My furthest person by number:

Partnerâ&#x20AC;&#x2122;s furthest person:

Comments: Questions: Observations: Conclusions: _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Pair up with the same partner as the last exercise; get the Coaching Guide for your most difficult or challenging employee. Discuss the coaching recommendations for that employee as contained in the Guide, and answer the questions below: My Most Challenging/Difficult Employee: Partnerâ&#x20AC;&#x2122;s Most Challenging/Difficult Employee: My 3 greatest Scales Differences with this individual Scale/# Difference: Scale/# Difference: Scale/# Difference: Partnerâ&#x20AC;&#x2122;s 3 greatest Scale Number Differences with this individual: Scale/# Difference: Scale/# Difference: Scale/# Difference: Guide Recommended Actions Thoughts: Actions likely to be used: Actions questionable for use: Actions that will not be used: Any Surprises? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Any highlights? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

What value does the guide appear to offer you, based on your review and discussion in this exercise so far? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Please pair up with a new partner (one with whom youâ&#x20AC;&#x2122;ve not paired up so far); get out the Coaching Guide for your strongest or most successful employee. Discuss the coaching recommendations for that employee as contained in the Guide, and answer the questions below: My Most Successful/Strongest Employee: Partnerâ&#x20AC;&#x2122;s Most Successful/Strongest Employee: EP Guideline Discussion: _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

AP Guideline Discussion: _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

IP Guideline Discussion: _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

What challengest do you have with this person? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Any â&#x20AC;&#x153;Aha!â&#x20AC;? items from this discussion? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

What value does the guide have for dealing with stronger people? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

What other thoughts do you have about the guide and the assessments? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Your questions: _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

What was most significant for you today? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

What will you actually use from today? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Specifically, how will you use it? When will you get started on it? When will you have it implemented? What challenges do you anticipate? On a scale of 1 (not really committed) to 10 (strongly committed), how certain are you that you will follow through and get this done? 25

Understand the Performance Equation Understand how to apply it and optimize individual ď&#x192; team performance

Performance Equations Talent and Effort Coaching Effort Summary and Closing _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Conscious Competent

Where are your people? Write your peopleâ&#x20AC;&#x2122;s names on the left; on a scale of 1-10 (10 = Highest), give each person a score for Talent, and a score for Effort; plot them by name on the chart on the next page: NAME

TALENT SCORE

EFFORT SCORE

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Write down any questions you have about the above numbers or process: _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

In this context, what is significant about Campers? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

ESSENTIALS determine expectations What does “high effort” look like? How does it differ from “good results”? Who are your EFFORT role models now? How can you reach USEFUL ESSENTIALS? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Reinforce high effort (B-S-I Feedback) Stress and enforce the ESSENTIALS Ask good questions; do not provide solutions Get their commitment to their solutions

How difficult was getting to a commitment in this last exercise? _______________________________________________________________________________________ _______________________________________________________________________________________

If so, why do you think that was? _______________________________________________________________________________________ _______________________________________________________________________________________

Overall, how did these Six Commitment Questions work for you? _______________________________________________________________________________________ _______________________________________________________________________________________

Was one question more helpful or impactful than the others? _______________________________________________________________________________________ _______________________________________________________________________________________

What was easiest? _______________________________________________________________________________________ _______________________________________________________________________________________

What was hardest? _______________________________________________________________________________________ _______________________________________________________________________________________

What do you think about using these questions? _______________________________________________________________________________________ _______________________________________________________________________________________

Builds self-reinforcement Honest critiques (both you and them) They build and modify ESSENTIALS You enforce accountability No accountability to Effort = No Admission Ticket = No Coaching No Admission Ticket ď&#x192; Exit the organization _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Why is accountability so hard for some managers? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

On a scale of 1 - 10 (10 = 100% Certainty), how sure are you that you will be able to handle even the hardest calls for accountability? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

NAME:

OBJECTIVE:

SCENARIO:

KEY ESSENTIAL(S):

LIKELY REACTION:

OTHER CONSIDERATIONS:

QUAD:

How did the exercise go when you were the manager? _______________________________________________________________________________________ _______________________________________________________________________________________

How did it go when your partner was the manager? _______________________________________________________________________________________ _______________________________________________________________________________________

What did you learn (in either role)? _______________________________________________________________________________________ _______________________________________________________________________________________

What was hardest about this? Why? _______________________________________________________________________________________ _______________________________________________________________________________________

What was easiest about this? Why? _______________________________________________________________________________________ _______________________________________________________________________________________

What comments would you like to make? _______________________________________________________________________________________ _______________________________________________________________________________________

What questions do you have? _______________________________________________________________________________________ _______________________________________________________________________________________

What concerns came up following the exercise? _______________________________________________________________________________________ _______________________________________________________________________________________

What conclusions have you made? _______________________________________________________________________________________ _______________________________________________________________________________________

Understand giving Objective Feedback Understand how to use it and optimize Call Performance _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Delivering Feedback Pre-Call Planning Post-Call Review 6-Step Sales Process (Sneak peek!) Training Review Summary and Closing _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Questions to SP: _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Considerations for you: _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

NOTES _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

What do you think of the process? How does it differ from what you have done? What benefits do you see? What problems do you anticipate? What is the value of the process? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

What might this look and/or sound like? How about this? SIX COACHING QUESTIONS What were they again? Finish with your feedback.

Use the B-S-I format One strongest item One weakest item (preferably ESSENTIAL candidate) Ask what questions and/or comments they have

QUESTIONS: _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

COMMENTS: _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

CONCLUSIONS: _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

CONCERNS: _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________

Please answer the questions on the screen using the 2-part form provided. What was most significant for you today? _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________ _______________________________________________________________________________________