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Judit Hrdu Trainer&Coach
SmartWay
28-29-30 Aprilie, 2011
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Cuvinte cheie
Constientizare si Responsabilitate
Ascultare activa Modelul GROW
Setare de obiective
Arta de a adresa intrebari
Feedback
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ExercitiuAmintiti-va de o persoana care a avut un impact
pozitiv asupra voastra.
Ce au facut ei astfel incat v-a placut?
Cum v-ati simtit?
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Ei..
M-au tratat de la egal la egal
Mi-au ascultat punctul de vedereAu crezut in mine
M-au oferit provocari
Entuziasm, buna dispozitie
siguranta, grija, suport
Incredere, respect
Mi-au acordat timp si atentie
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Eu m-am simtit.
Special
Valorificat Increzator
Cu incredere in mine
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Diferite tipuri de interventii Coaching a adresa intrebari, orientat pe viitor
Mentoring sfaturi
Consulting doar sfaturi si recomandari Training instructie, feedback interactiv
Instruire ii spui
Facilitare suport prin intrebari
Consiliere mai degraba psihologic
Tepapie remediu pentru istoria personala emotionala
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GROW Model G-oal setting setare de obiective
R-eality checking testarea realitatii
O-ptions identificarea optiunilorW-ill - ce vei face?
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Some questions for GROW G-oal setting What is your aim for this session? What is that you would like to talk
about today?
If answered I dont know: If you were to know, what objective would itbe?
What do you want? / What would you like to obtain? /
If you achieve this, what you will say to yourself?
If you achieve this, what you will be enabled to do?
If you reach your objective, what will you have that you dont have now?
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Some questions for GROW R-eality checking (what, who, how, when) What is happening now / at this moment? How important is this to
you?
On a scale from 1 to 10, if an ideal situation is 10, what number are younow? (= How difficult is this for you?) What number would you like tobe at?
How do you feel about this? (Checking emotions) What is the impactthis problem is having on you?
What is the impact on other areas of your life? (Checking the entirereality)
What are you doing to achieve your goal? What are you doing that isgetting in the way of achieving your goal?
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Some questions for GROW O-ptions What can/could you do? / What options do you have?
What ideas/alternatives do you have? What has worked in the past?
What small/first step could you take? How could you do that? Whatelse could you do?
Where could you find the information you need?
Who could help you with this (involving the system in theenvironment)
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Some questions for GROWW-ill Having all these options what will you do?
How will you do that?
When/until when will you do that?
Is there anything you need to put in place before you do that?
On a scale from 1 to 10, how committed are you to do that?
What are you willing to change?
What are you NOT willing to change?
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Obiective care energizeaza si motiveaza Cu sens
Specifice
Aliniate telurilor Cadrate pozitiv
Provocatoare
Realizabile si masurabile
Incadrate in timp
Aliniate la obiectivele organizationale
Aliniate la valorile personale
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Setare de obiectiveViitorul doritvisul
Obiectiv final
Obiective de performanta Obiective de proces
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AscultareVorbesti peste celalalt
Relatezi propria experienta
Oglindesti, sumarizezi, ceri clarificariAscultare activa (angajat)
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Ascultare activa Incurajarea exprimarii incredere, suport
Oferirea de spatiu respecta spatiul dinamic
Suspenda judecata, criticismul mentine o mintedeschisa
Asculta potentialul ce este in stare persoana sa faca?
Ascultare intensa la nivelul mesajelor nonverbale
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Instrumente de ascultare activa Reflectare/oglindire repeti cuvintele persoanei sau
copiezi limbajul corporal
Parafrazare folosesti cuvinte usor diferite care nuschimba sensul
Sumarizare repetare a ceea ce a fost spus, insa pescurt, fara sa schimbe sensul
Clarificare tip succint de sumarizare care exprimaesenta a ceea ce s-a spus
Metafora si analogie o imagine verbala
Recadrarea introduce o noua perspectiva
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Nivele unui feedback Lipsa feedback
Critic
Descriptiv subiectiv Descriptiv obiectiv
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Feedback-ul eficient Focus pe actiuni, comportament si nu
judecarea/evaluarea persoanei
Ofera feedback-ul la cald, nu lasa sa treaca multtimp
Cere permisiune pt a oferi un feedback
Cere feedback cand nu primesti
Asculta cu atentie feedback-ul celorlalti
Da feedback direct persoanei care ti-a cauzatdisconfortul, evita barfa colaterala
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Feedback-ul eficient Specific, nu vag, general
Foloseste persoana I, spune ce efect are asupra ta
Nu vorbi pt altii Transmite feedback-ul negativ direct, fara sa
folosesti dar
Foloseste exemple sau situatii concrete, nu folosiexagerari ca intotdeauna, niciodata
Evita analiza psihologica a motivelor din spateleunui comportament
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Feedback-ul eficient Mentine feedback-ul scurt, la obiect, nu supra-
detalia
Evita amenintarile ascunse din mesaj Foloseste umor adecvat
Foloseste intrebari la sfarsitul unui feedback
Seteaza un cadru pozitiv, nu incepe cu termeni caproblema, negativ
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Atitudini
Agresiv/Superioritate
Eu Castig-Tu pierzi
Asertiv
Eu castig Tu castigi
Pasiv-AgresivEu pierd-
Tu pierzi
Pasiv/InferioritateEu pierd
Tu castigi
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Blocaje in comunicareTeoria lui Geroge Kohlriezer despre blocaje in calea
dialogului, Solutionarea conflictelor si crestereaperformantei, Metode bazate pe negocierea de ostatici,
Blocaje principale
Pasivitatea
Desconsiderarea Redefinirea
Supradetalierea
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Blocaje in comunicareBlocaje secundare
Suprarationalizarea Folosirea emotiilor in mod excesiv
Suprageneralizarea
Abstractizarea
Lipsa de directie
Lipsa sinceritatii
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Jocuri de putere O serie de schimburi de mesaje, care inainteaza spre
un deznodamant previzibil, in care partenerii se simtinconfortabil la sfarsit
Persecutor Salvator
Victima
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Bibliografie John Whitmore, Coaching for Performance, GROWing human potential and
purpose, fourth edition, Nicholas Brealey Publishing, 2010, - este si tradusa inromaneste, recomandarile nu sunt cele mai bune pt traducere
Laura Whitworth, Co-active coaching, new skills for coaching people toward
success in work and life, second edition, Nicholas Brealey Publishing, 2009 nu stiu sa fie tradusa in romana
Perry Zeus & Suzanne Skiffington, Coaching in organizatii - Ghid complet,editura Codecs, 2008
Alain Cardon, Coaching & Leadership inprocesele de tranzitie, edituraCodecs, 2006
George Kohlrieser, Solutionarea Conflictelor si cresterea performantei Metode bazate pe negocierea de ostatici, Editura Polirom, 2007 despre blocajein comunicare si nu numai
John Kotter, Aisbergul nostru se topeste, editura Publica, 2008 despreschimbare
Nota: toate sunt disponibile in biblioteca mea daca doriti sa vi le imprumut.