Post on 31-Mar-2015
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Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
Coaching and
Appreciative Inquiry
as facilitation tools
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
Why?
The QSE challenges Greater awareness that QSE are a team on its way to double the size within short time. QSE in Varde as a "headquarter"
Greater internationalization (China, the U.S. and India) Employees from China and India, with leaders in the U.S. (training in culture has started)
Breaking the current professional boundaries down and use our profiles with greater awareness (MBTI process has started)
Solutions A facilitationg role, even though we know the answers. Process awareness instead of product/operating thinkingTools: Training in facilitation of processes
Aware of involving all relevant internal/external stakeholders Tools: Coaching and Appreciative Inquiry
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
Elements in facilitation
Watch us and you're going to try it
We explain, what we do and feel
Lecture by Sandra and two workshops (E+!)
Watch us and you're going to try it
Lecture by Mette and one workshop (?) Two workshops about facilitation in QSE (Q+E)
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
Coaching as a facilitation toolinvolving relevant internal/external stakeholders
In my own words:
Teaching people how to fish instead of serving them a fish each time they are hungry.
A rhetorical tool, that creates development and learning by listening, asking and motivating.
A relation without power and status.
We remember and learn better when we find the solution ourselves, rather than being told.
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
Coaching as a facilitation toolinvolving relevant internal/external stakeholders
From linear to circular understanding
Linear understanding Finding causes of actions and events "Like pearls on a string" What is the reason? Who is to blame?
Circular understanding Challenge patterns of acts and events To understand not explain How…. with the curiosity and interest Effect of own actions on others We choose how we will react, respond and act
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
From frog to bird perspective
past futurepresent
+ coaching
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
Coaching compared to othermanagement/communication tools
Tool
Relation
Based on power Free of power
Answer
Question
Instruction
Councelling
Guidence
Mentoring
Supervision
Coaching
Mediation/Facilitation
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
What personal characteristicsdo you think a good coach shouldbe in possession of ?
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
Stages and types of questions
Linear logic
Circular logic
Introductoryquestions
Influencing questions
16
2 5
3 4
Introductoryquestions
Identification of the problem
Circular questions
Explorationof the problem
Reflexive questions
New perspectives and action-opportunities
Objective, planning and follow-up
Behavior related questions
Roles between the partners and Psycological contract
Rounding and evaluation of the conversation
metameta
metameta
micro micro
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
What are the right questions?The coach has to:
•strengthen the coachees own attention to the situation
•clarify coachees relation to the situation
•clarify coachees abilities
•help the coachee focus on own strategies to cope
•help the coachee deal with own concrete actions
•help the coachee liberate imagination and "crazy" ideas in relation to consequences of the possible and desirable changes
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
Typical ”errors” for the untrained coach In a coaching session
• To believe you have the solution • To propose solutions • Not resolved goals • To give too little time for reflection • To follow your own agenda • Afraid to ask about feelings • To coach without the "contract" • To be unrealistic
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
What does Appreciative Inquiry mean?
involving relevant internal/external stakeholders
Appreciate
To appreciate or admire high
To judge with lofty understanding
To recognize with gratitude
Inquiry
To seek in to
To explore
To search for information by asking
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
Appriciative Inquiry- basic assumptions
• It is important to appreciate diversity
• The language we use creates our reality
• Focus on what works
• The reality created in the moment and there are many realities
• If we take something from the past, it should be the best
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
4D-modelAppreciative Inquiry approach
Successes
Gold searching
Dreams of the future
Fantasia
Common ambitions
Mount Everest
Actions
Being the gold
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
How do Coaching and Appreciative Inquiry relate to facilitation?
4D model is a tool
Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk
Take a break…