2013 Key takeaways from 8 years scrum coaching and consulting
Coaching and Consulting
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Transcript of Coaching and Consulting
© 2012 Odyssey Consulting Institute TM
INTEGRATING CONSULTING & COACHING INTO YOUR PRACTICE
AS A TRUSTED ADVISOR/MASTER PRACTITIONER
PRESENTED BY DR. SHAYNE TRACY
DATE JUNE 7TH 2012
© 2012 Odyssey Consulting Institute TM
Presented By Dr. Shayne Tracy
The Role of Coaching
Consulting
Training
Mentoring
Counselling
CoachingKnowledge
CompetenciesPractices
Learning ProcessesBehavioral Models
80/20 Rule
Consulting 80% -telling, advising, directing 20%- questioning, reflecting
Coaching 80%- questioning, reflecting 20%- telling, advising, directing
Keys for the Master Practitioner is versatility, flexibility, timing and trust
What Is Coaching?
• Coaching is creating a safe, supportive, trust based environment for someone to have their “internal conversation” out loud
• Coaching lives in language—language of change—change language, reframe, refocus
• Coaching is creating a context for planned, self directed action and focused results
The Coach’s Arena of Influence
Emotions
Feelings
Physiology The Brain
Beliefs Values Attitude
s
BehaviorWhat We Do and
Say
Development Issue
Needs
Learning
Gro
wth
Change
Self-Esteem — Intrinsic ValuingSelf-Awareness + Self-Acceptance = Self-Concept
(Self-Esteem, Personal Vision, Intrinsic Valuing, Solution-Finding)
Self-
Conc
ept
Clie
nt R
isk
Taki
ng
Low
High
Preliminary, Innocuous
Probing , Exploratory
Clarifying, Confirming
Que
stion
ing
Proc
ess
PermittingParticipating
Client Level of Maturity
Leve
l of C
oach
Invo
lvem
ent
Persuading
Prescribing
The Four Dimensions of Coaching
1. The Client’s Story• Coaches recognize the significance of the
“story” to the client• The coach encourages the client to share their
“story” which provides context that may range from simple to complex issues and challenges
• Coaches must never underestimate the value of simply exhaustive and non-judgmental listening
The Four Dimensions of Coaching
1. The Client’s Story• Experienced coaches manage the client’s
story-telling, knowing that they need less information than the client may think
• Less experienced coaches may fall into the trap of believing they must understand all dimensions of the story
The Story
Coach: “That was a very interesting strategy session we had with the Executive Team today?”……….
“Tell me from your perspective what you saw happening with the team”
The Four Dimensions of Coaching
2. The Client’s Thinking (cognitive) process • This level enables the coach to get beyond the
client story to examine how and what the client thinks
• The coach may challenge the client to challenge their thinking, when the coach has identified that the client’s thinking may be flawed, limited, or negative
The Four Dimensions of Coaching
2. The Client’s Thinking (cognitive) process• The coach must not presume to be the arbiter
of sound and unsound thinking• Coaches must be highly vigilant in not imposing
their own world views, values and judgments on their clients
• The coach will encourage clients to retain their prerogative on choice of action in dealing with their personal/business situations
Thinking
Coach “ So you think that four out of the 6 Team members are really buying in to the new product marketing strategy?”
“What makes you think that?”
The Four Dimensions of Coaching
3. The Client’s Feelings (affective/attitude response)• When the client identifies their key issues there will
always be an emotional response • Coaches may miss this or are unsure how to react to this
reality• One aspect of this confusion is that “feelings work” may
appear more like “counseling” • Coaches may be unclear or uncomfortable as to
boundaries and emotional expression, and may consciously or unconsciously try to shut it down
The Four Dimensions ofCoaching
3. The Client’s Feelings (affective response)• A key coaching skill is the ability to appropriately
facilitate “emotional expression” • Sometimes it is the very breakthrough that is urgently
needed for the client to get unstuck • Clients may often bring heightened feelings into the
room, whether the coach expects or appreciates it
Feelings
Coach: “ How do you feel about the current situation, particularly with the 2 who haven’t bought in?” “You appear to have some strong feelings about this situation”……….silence is golden in coaching
Principle: You cannot problem-solve without emotional clarity
The Four Dimensions of Coaching
4. The Coach’s Use of Self • The coach’s use of self is a “higher order” skill
that can define the difference between good and great coaching
• The coach’s use of self may be described as the ability to put words around those intuitive moments of discrete discernment where we identify and synthesize the client’s “total messaging”
Use of Self
Coach: So what you are telling me is that the strategy will go ahead regardless as to whether the 2 “delinquents” aren’t supporting it’?
CEO: “Yes” Coach: I’d like to revisit the reasons the 2
executives aren’t engaged. I believe it’s critical we have their commitment. Can we have more discussion on ways to get these guys committed?
The Seven Powers of Questions
• Questions demand answers• Questions stimulate thought• Questions give us information• Questions encourage people to talk• People believe what they say more than what
you say• The questioner is in control• Questions show that you care
• Columbo’s “just one more thing” questions were always the ones that would eventually trip up the suspect
• Presented as almost an afterthought by Columbo, they almost always volunteered more information
• The Coach will not use “just one more thing questions” to entrap the client, but rather to engage the client in reflection and cognitive reasoning
The “Columbo” Effect
Coach/Client Conversation Dialogue
Non-Directive
Directive
Reflection Reflection
Self-Limiting Beliefs, Blind Spots,
Fears
Options Choices Actions
The Coach
The Coach
Questioning
Listening
Timing
Coaching/Consulting Means Congruence
Trust?*
Trust =Credibility + Reliability + Intimacy
Self-interest
*Mel Nelson
Coaching/Consulting Behaviors That Build Trust
Talk Straight
Respect
Openness
Right Wrongs
Loyalty
Deliver Results
Improve
Confront Reality
Clarify Expectations
Accountability
Listen First
Keep Promises
Extend Trust
Confidentiality
Admit Mistakes
© 2012 Odyssey Consulting Institute TM
Physical
LEVEL 1Hand
Doing
UnconsciousIncompetence
Good Soldier
LEARNING
RESPONSE
CONSULTANT
APPROACH
HUMAN
Intellectual
LEVEL 2Head
Thinking
Conscious Incompetence
Competent Warrior
Emotional
LEVEL 3Heart
Feeling
Conscious Competence
Trusted Advisor
Spiritual
LEVEL 4Soul
Being
UnconsciousCompetence
Master Practitioner
The Four Parallel Process Levels
27Coaching
Telling and Selling Get Attention
Asking and Listening
Pay Attention
To a butterfly who wants to learn new flying skills,
e.g. hovering in mid-air like a hummingbird:
• The consultant says: Here’s the program I have designed so that you can learn how to hover in mid-air like a hummingbird. And here’s the bill.
• The mentor says: Pay close attention to me, and to what I do with my wings so I can hover in mid-air like a hummingbird. Now it’s your turn to give it a try. No, no, no. Not that way. This way. See it? Now you.
• The counselor says: So, what you’re saying is that you want to learn how to hover in mid-air, just like a hummingbird. Is that what you mean?
• The therapist says: We’ve concluded that this is a much more efficient way of doing what you want to learn. By following this guideline, you won’t experience those many difficulties. You’ll learn faster and won’t forget it.
• The coach says: And how soon would you like to be flying like a hummingbird? In what ways could you acquire the necessary skills to do it? Who could help you with it? What’s your action plan? When are you going to start?
Sandro DaSilva
© 2012 Odyssey Consulting Institute TM
NOW OPEN QUESTION AND ANSWER TIME
© 2012 Odyssey Consulting Institute TM
JOIN US FOR THE NEXT ODYSSEY MOVEMENT - Q&A SESSION
Title Monetizing Your ValueDate July 12th 2012Presenter Brent Patmos