Coaching and Mentoring Inset (September 2016)
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Transcript of Coaching and Mentoring Inset (September 2016)
www.osiriseducational.co.uk
Effective Coaching and Mentoring
by Gavin Kewley
Presented to Lingfield Notre Dame
on 30th August 2016
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Page 1 PowerPoint Presentation 9 Notes
Contents
GK-BI01-NOTRE02-300816
© 2016 Osiris Educational
Effective Coachingand
Mentoring
Gavin Kewley
A practical short-course for
Lingfield Notre Dame
Course Plan
• Coaching or Mentoring?– Similarities and differences
– Dispositions
– Rapport
• Essential skills– Listening
– Questioning
• Strategies that work• Where next?
“Being stuck is fine.Staying stuck isn’t.”
Mark Twain
1 © 2016 Osiris Educational
Double Vision
and
The Art of Arcimboldo
There is always another way
of lookingat things...
eflections
hoices
ctions
pportunities
2 © 2016 Osiris Educational
Ubuntu“I am what I am because of who we all
are”
Making a Difference Continuum
Non-directive – Internal
CounsellingCoaching
MentoringGuidance
InstructionDirective - External After Thomas and Smith
Principles of Mentoring and Coaching1. A learning conversation.2. Setting challenging and personal goals.3. A thoughtful relationship.4. Understanding why different approaches work.5. A learning agreement.6. Acknowledging the benefits to the mentors and
coaches.7. Combining support from fellow professional learners
and specialists.8. Experimenting and observing.9. Growing self-direction.10. Using resources effectively.
DFE
3 © 2016 Osiris Educational
Coaching and Mentoring
• Coaching is the in-depth development of specific knowledge, skills and strategies.
• Coaching does not depend on the coach having more experience than the coachee; it can take place between peers and staff at different levels of status and experience.
• Coaching is usually informed by evidence.
Mentoring tends to focus upon the individual’s professional role, often as they move into new roles and take new responsibilities.
A mentor is usually a more experienced person; someone very familiar with a particular challenge, who has influence and can use their experience to help an individual analyse their situation in order to facilitate personal development.
Mentoring and Coaching: A Comparison
DFE
The Bean Game
Gavin Kewley
4 © 2016 Osiris Educational
Dispositions of a Coach
• Communicator • Confidential • Non-critical • Non-judgemental• Options provoker • Committed
after Fiona Harrold
Clean Listening Skills
• Shared experiences• Shared ideas and beliefs• Sensory words
1. Share a limiting belief
2. Where does it fit on the map?
3. At the level below identify the strengths that can alter the impact of that belief
Environment – place, context
Behaviour – what you do
Skills and Capabilities – using them
Beliefs and Values - filters
Identity - motivations
Vision - future
After DiltsLogical Levels
5 © 2016 Osiris Educational
Essential Skills
• Identify and develop clean listening skills• Asking the right questions• Getting unstuck• Clarifying next steps
Clean Listening (…and the 4 min coach)
• Question – open/curious vs closed/leading• Reflect – keeping self out and staying on topic• Clarify – check accuracy :
“so you’re saying..”• Allow thinking time - Hold your silence, know
they have the resources
“The 4 minute coach”© 1. Ask your coachee to clarify their challenge for you and to scale its
significance (1= don’t care -10 =it’s serious!)
2. Ask the key questions.
3. After 4 mins - “So what are your first next steps?” For each key question write down their response.
4. Coachee scales their confidence in steps working. (1=no chance 10=total confidence…. and then ask +1?)
5. Then rescale the significance of the problem.
6. Make feedback arrangements. SMS/email.)
6 © 2016 Osiris Educational
Strategies that Work
• Practice the process • Review your technique• Challenge limiting beliefs
…together !
STRIDE
• S trengths• T arget• R eal situation• I deas• D ecision• E valuation Will Thomas
STRIDE• S trengths• T arget• R eal situation……………………………• I deas• D ecision• E valuation
Will Thomas
7 © 2016 Osiris Educational
7 Action Implications
1. To develop a system, first develop yourself.
2. Make sense of the whole.
3. Focus on principles.
4. Equip people with the essential skills.
5. Create systems.
6. Review and reward good practice.
7. Build external links and networks. After NCSL
Who? Who can be a mentor, coach or co-coach?
What? What skills are involved in mentoring, coaching and co-coaching?
Where? In whose working space does the activity take place?
When? At what stage is coaching or mentoring most helpful?
How? What are our next steps?
Current Situation and Questions to Consider
Course Review
• Coaching or Mentoring?– Differences
– Dispositions
– Rapport
• Essential skills– Listening
– Questioning
• Strategies that work• Where next ?
8 © 2016 Osiris Educational
NOTES
9 © 2016 Osiris Educational
NOTES
10 © 2016 Osiris Educational
NOTES
11 © 2016 Osiris Educational