Tracking and coaching

Team
Plan
Job Description
Training
Tracking e Coaching
Evaluation
Reflection
Flow

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.

 HOW DOES IT WORK?
 A tutorial in video can be watched:
 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.

COACHING PROCESS:
OUTPUTS
 Solutions;
 Directions;
 Priorities;
 Next steps.

COACHING TECHNIQUES: THE GROW MODEL

COACHING TECHNIQUES: PUSHING AND PULLING
 
 
Motivation
Knowledge

COACHING TECHNIQUES: PUSHING AND PULLING
Pull 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
Knowledge

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

QUESTIONS 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 Lima
Gabriela Santos
Pedro Santos
Quality of @XP Team
Talent Management
AIESEC in Florianópolis - Brazil

Tracking and coaching

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