New Wellness Coaching Overview

New Wellness Coaching Overview

• 1.
  Overview of WellnessCoaching Programme Quest Presented by: Coach Chris
• 3.
  Program Objectives The keyobjectives of this program are the following amongst many other benefits: Improving Training Performance and Retention Improving Overall Employee Retention Improving Attendance Improving Wellbeing and productivity Improving Time Management Change Management Improving Working Relationships – Employer / Employee Relations Improve Communication Channels Reduce Dysfunctional Conflict in the Workplace Improve Employee Motivation
• 4.
  Wellness Coach ValueAdds o Facilitating ICAS sessions – following up to ensure that the employee referred has been contacted by ICAS and the service has been rendered o Assistance with Financial planning o Wellness Days organised by Wellness Coach o Whatsapp Groups established with all new trainees o Face to Face coaching, mentoring, counselling o Formulation of personal action plans / Life Management Issues o Hospital visits o Home visits o Wellness data analysis and feedback on trends
• 5.
  Wellness Coaching Model GoalsWhat do you need to achieve? Reality What is happening now? Options What could you do? Will What will you do? Tactics How and when will you do it? Habits How will you sustain success? Relationships Results Building trust Celebrating the results G R O W T H
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  Wellness Coaching Process EmployeeEmotional Wellbeing Life Skills
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  Process Followed UponProblem Identification The initial interaction occurs when the Team Leaders encounters challenges with a particular employee. The nature of the challenges encountered by the Team Leader varies from attitude, motivation, poor culture fit to competence related matters. Upon being contacted , an initial contact will be made with the concerned Employees, who will be interviewed to understand the nature of the problem/ challenge. Suggested interventions to address the challenge will be identified and these will be recommended through a formalised program as depicted below: Step 1 Employee Emotional Wellbeing Life Skills
• 8.
  Process Followed UponProblem Identification Goal Setting: The Coaching Program starts with a goal setting process. The Employee gets clarity and direction about the objectives that are expected out of coaching session. These are agreed upon by both the Coach and the Employee. Roadmap: In this phase a plan is agreed which describes the exact steps that will be followed to address the goals which have been set during goal setting. Ideas: It must be noted that this is a two way learning session. In every situation when an interaction happens: it presents both the Coach and the Employee to learn and attempt to resolve the challenges together. This ensures that the solutions recommended achieve a high level of ownership and buy in so that it is not perceived to be a prescriptive approach that the Employees must adopt. Practice: At the conclusion of every session, the best ideas become measurable action accountabilities. The Employee will be supported to build these skills until they become second nature. Life Skills Step 2
• 9.
  Process Followed UponProblem Identification In some cases the above model does not get followed religiously as the nature of the challenge may warrant a less formal approach. The above mentioned coaching process does not necessarily require that the Coach and Employee should meet to make it happen. This can happen through telephone calls, emails , check ins and occasional visits where this is necessary. Those who have participated in coaching offered have expressed lots of appreciation as the programme has not only assisted them to adapt to the workplace challenges but has assisted them in becoming well rounded professionals who are able to manage the workplace challenges , social and personal challenges. Below are some of the direct benefits: Reduced Labour Turnover, Reduced Absenteeism Rates, Reduced dysfunctional conflict in the workplace and Improved Communication Channels. Step 3 Life Skills
• 10.
  Employees Challenges  Beloware the few challenges that are affecting employee's wellbeing amongst others: Chronic diseases e.g. HIV. Cancer, Bronchitis and Flu.  Family Challenges e.g. Divorce in the family, death in the family(Employees end up being a breadwinner), abusive / dysfunctional marriages/ relationships.  Unfairly treated by Team Leaders, as a result it affects employees negatively.  Employees collect their chronic medication e.g. ARV’s on different days of the week and that can be a challenge if they are scheduled to work on that day, the challenge is agents don’t want to disclose to their employer because of the fear of being victimised.  Most employees use public transport which sometimes poses problems especially if there’s a public transport strike, taxi violence etc
• 11.
  Coaching Challenges High Volumes– Employees cannot always sign off for one on one discussions due to high call volumes. Statistics – Statistics are not always readily available making it challenging for the coach to identify who needs coaching. Access to Performance Data – Agencies need to request Performance Data (e.g. Q-Ratio, productivity, compliance e.t.c) from TM which can lead to delays depending on how busy the TM is. Performance Reviews: Employees do not always understand what is expected of them and how they have been performing, the consistency of reviews and the feedback provided is critical to the employees motivation levels. Often employees feel that they have been performing well and do not understand why they are seen as under performers.
• 12.
  Recommended Process  Identifybottom performers per team on a Monthly Basis  Schedule Coaching in Advance with identified employees during off peak periods  Personal Actions Plans put in place per employee  Personal Action Plans put in place for all trainees and monitored for the first three months.  Monthly Review Session to Review Performance and make referrals where necessary  Document formal performance management – PIP’S  Refer to ICAS where necessary  Remove agents from the list whose performance has improved to an acceptable level
• 13.
  Wellness Coaching SuccessStories “Coach Chris helped me so much with Coaching Sessions, I’m currently permanent…Sithembiso Mnyakeni……” Coach I’m able to handle things better at work and home since we met- Itumeleng Mosopa Thank you for introducing Coach Chris- Dibuseng Mohoto Coach thank you for assisting Mbali regarding her depression she’s doing much better – Team Leader Shahida Coach thank you for the support after I was robbed when going to work and I was referred to ICAS- Gift Shilubane
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  Result Productive Happy Em ployees
• 15.
  THANK-YOU www.Quest.co.za