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Coaching Employees for High Performance

Date: 01/24/2019

12:30 PM - 2:00 PM

Coaching Employees for High Performance: How to Maximize Motivation and Increase Productivity in Your Facility

Target Audience
This session targets personnel who have staff report to them, including, but not limited to managers, supervisors, directors and emerging leaders.

Course Curriculum
Today's leaders recognize the need to maximize productivity in their team and that can only happen when employees are committed and engaged. It's no surprise that actively engaged employees are 20 to 40 percent more productive in the workplace than those that aren't engaged. In order to have a team of high performing and successful employees, you need to know the best techniques to engage and motivate them. Not only does it make your job easier, coaching greatly improves employee performance when done correctly. While once considered a "soft" skill, coaching for high performance is now recognized as an effective method that produces better decision making skills, improved project management, and increased performance while lowering overall turnover.


  1. Describe how to tap into employee commitment.
  2. Differentiate between what engages and disengages employees.
  3. List the 6 key skills necessary for effective coaching.
  4. Implement a useable 5-step model for conducting a coaching session.
  5. Identify the differences between coaching, mentoring, teaching and directing.
  6. Give examples of the 44 questions used to drive action and accountability.

Wes Pruett, owner of HR Advisors LLC,
works with small and mid-size companies who want to align their business and employees to create successful outcomes and excellent work environments. After more than 25 years in senior healthcare leadership, he retired from the Fairmont Medical Center – Mayo Health System to establish HR Advisors. He supports companies with a wide variety of HR issues including performance management, handbook and policy development, and compliance. Wes also coaches leaders and frequently uses the DiSC profile system to facilitate leadership and employee training related to communication, teamwork and other workplace challenges. Wes has no real or perceived conflicts of interest that relate to this presentation.