CoachingCoaching at workat work

programme aims

The aims of the programme are twofold:

• To help you understand the nature of coaching, and illustrate its power in enabling you to bring the best out of yourself and others.

• To provide opportunities to practise the principles of coaching in a safe and supportive environment.

programme objectives

By the end of the programme you will be able to:

• Help people identify and remove barriers to their own success

• Increase motivation in individuals and teams

• Increase people’s ability to manage change

• Use a structured coaching approach to enable people to move from vague desires to meaningful action

• Improve performance at the individual, team and organisation level

coaching model – pt 1

Potential

High Performance

Minus

Equals

Interference

Internal External

a word on motivation

coaching model – pt 2

SUSTAINABLE

High Performance

Learning Enjoyment

coaching and communication

coaching and communication

The trials of ‘tell’

Problems for Instructor

• Your thoughts...

Effect on receiver

• Your thoughts...

the 3 principles of coaching

focus

Key Performance indicator Catching Balls

Key Skill Watching the ball

Watch the ball!

Are you watching the ball?

Why aren’t you watching the ball?

What do you notice about the ball?

(Command)

(Closed question)

(Interrogative question)

(Coaching question)

coaching questions

coaching questions Criteria

• Must compel the coachee to pay attention in order to answer

• Must call upon a higher degree of focus and detail than normal

• Must provide feedback to the coach

Construction

• Ask open rather than closed questions

• Use what, when, where, who, how much, how often

• Start broad then narrow to increase focus

• Follow their interest

• Use their words

Process

the coaching A.R.R.O.W

Aims Reality Reflection Options Way Forward

aims

The qualities of an effective performance goal

MACSPROUT

easurablechievablehallengingpecificositiveelevantbservablenderstandableime bound

The conversation for aims

In relation to your situation...

What do you want from this discussion?

What are you trying to achieve long term?

How much personal influence do you have over that?

What first steps could you take?

Are they challenging but achievable?

How will you know if you’ve succeeded?

What timeframe is involved?

The conversation for reality

In relation to your situation...

What’s happening now?

How much/How often is that happening?

How does this make you feel?

Who else is involved?

What happens to them?

What have you tried so far?

What results did you get?

The conversation for reflection

In relation to your situation...

How big is the gap between ‘Aims’ and ‘Reality’?

How realistic are your aims?

How certain are you about the reality of the situation?

How could you find out more?

What assumptions are you making?

Have you been totally honest with yourself?

What’s really going on?

the nine dots

How can you connect all nine dots,

by drawing four straight continuous lines?

(without lifting your pencil or retracing a line)

The conversation for options

In relation to your situation...

What could you do about all this?

What else could you try?

What if you had more………….?

Whose advice could you seek?

What suggestions would they have?

What would you do if you knew you couldn’t fail?

Would you like another suggestion?

The conversation for way forward

In relation to your situation...

So, what exactly are you going to do?

When are you going to do it?

Who needs to know?

How and when will you tell them?

What resources do you need?

How will you get them?

Will this take you towards your aims?

What do you need me to do?

What is your commitment to this course of action on a scale of 1-10?

learning review• All of day 1

• Coaching Practice

• Personal Learning Objectives

Focus:

• How thorough can you be?

• How can you highlight what you learnt? (not what you did)

• How creative can you be?

learning review

• Interference

• Communication

• ART and Focus

• Using ARROW

• Coaching compared

The qualities of a high performing team

Think of the best team of which your were ever a part. What were its qualities?

Summary

Coaching in groups

What did you learn about:

Defining ‘performance’ (eg Speed? Quality? Learning?

Not being able to communicate?

Managing changes in team membership?

Having a team member impaired?

Dealing with moving the goal posts?

Setting performance goals?

How can you apply this learning back at work?

Coaching qualitiesWhat would you say are the skills, knowledge and attitude required of an effective coach?

active listening

Yes dear....

Conversational

Active

putting it in placeA.K.A “Ready, Steady, Coach!”

Issue: How best to implement my learning from this programme

In relation to this issue...

AA What do you want?

RR What’s happening now?

RR How big is the gap?

OO What could you do?

WW What will you do?