Coaching in practice I MISSION: CREATING WORKING CULTURES OF DREAM.
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Transcript of Coaching in practice I MISSION: CREATING WORKING CULTURES OF DREAM.
Coaching in practice
I
MISSION: CREATING WORKING
CULTURES OF DREAM
Date
Definitions – coaching related with other?
- Councelling, Teaching, Advicing, Knowledge providing,
- Supervising: based on wellbeing of an individual - therapy
- Coaching: based on strategy -1) linear: solution based -2) circular: understanding based - more therapeutic
- Directive & Controlling – Selfdirective?-Mentoring-Confronting- …”godfather / godmother”
Date 3
Identity of a
Consultant?
Coach
Technical expert
Strategist
Influencer
Administrator
Problem solver
Facilitator
Mentor
Process promoter
Other
Lecturer
Challenger
What is coaching?
“Coaching is partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential”
Date 4
Date 5
Consultant’s approaches & identities
Non-directive
Directive
Process skills Content knowledge
Consultant as a process
promoter & facilitator &
coach
Consultant as
mentor
Consultant as an expert(I tell you)
Consultant as a problem
solver(Helps to
solve)
Key Competences in Coaching
• Creating context & frames & space• Listening
• Art of listening hearing • Listening in 3 levels
• Asking questions • Art of asking questions creating awareness• Useful questions for different purposes and
phases• Examples of powerful questions
• Being a Coach • Curiosity and not-knowing • Avoiding own assosiations• Discussion structures and storytelling• Mental locks & keys
• Useful methods• GAINS • STEPS in a conversation • Dreaming method • Role playing (changing places)
Date 6
Linear and circular coaching approach
2 basic modes:A) AIMS on understanding (Circular approach)B) AIMS on solutions (Linear approach)
Getting more understanding No need to find out solutionConnections and motivationDifferent perspectivesInvolves and energizes, respects personal growth
Forcing towards solutions:Fast solution, next steps and action points
Now
PastFuture
Date 8
Role expectations towards coach
Expert
Expert
Collaborator
Collaborator Pair-of-hands
Pair-of-hands
Client’s expectations
Coach’s own
approach
Date 9
Coaching models:
- 4-faces talks (starting, thinking, action, evaluation)
- G A I N S
- Circular interviewing
Structure of coaching approaches
Coaching attitudes & techniques:- Curious attitude - leave your own agenda behind
- Listen actively & silence
- Understand
- Ask & go into more depth
- Paraphrase / restate
- Collect facts (no assumptions)
- Express your feelings
- Find common goal
Thinking tools:
- Mind maps, drawing
- SWOT and other analysing tools & matrixes
- Scales (1-10)
- Appreciative inquiry (positive way &
strengths)
- Clear-unclear analyses
- Questions with comparisons
- Time perspectives
- Different conversation levels
Date 10
1. Ask the employee what s/he wants to achieve: desired achievement, objectives, focus, challenge
2. Ask the employee to evaluate the current situation: involvement, what has been done, results, stoppers, plans to move forward
3. Ask the
employee for
ideas: how to tackle
the issue, what else
can be done,
suggestions,
different views
4. Ask the
employee about
next steps: how to
meet the goal, what
to do already today,
how to overcome
challenges
5. Ask the employee about needed support: what s/he expects from you, who else can support, the best ways to give support, is everyone committed to proceed
Flow of a G A I N S discussion
Goals: What are you trying to achieve?
Assessment: Where are you now?
Ideas: What are your ideas?
Next Steps: What are you going to do next?
Support: What support do you need?
G A I N S
April 11, 2023 © Humap Oy, www.humap.com sivu 11
G A I N SGOAL: mikä tämän keskustelun tavoite on?Kysy ja palautaTarkenna tavoite Löydä yhteisymmärrys tavoitteista
ASSESSMENT: mikä on tilanne? mitkä asiat vaikuttavatAjatteluta, kysy esiin kaikki aiheeseen liittyvä tieto ja faktatHistoria, nykytila, vaikuttavat asiatEri näkökulmatViivytä ratkaisuja
VALMENTAMISSESSION RAKENNE:G A I N S -malli
TULOS:Valmennettava tietää tarkasti mitä seuraavaksi tekee, lähtee motivoituneesti työhön
IDEAT: miten tilannetta voisi ratkaista:Kaikki ideat esiin, Huonot saavat hyvät loistamaan. Jaa omat ideat, pyydä lupa
SUPPORT: Mitä tukea tarvitaan?Kuka voi tukea etenemisessä?
NEXT STEPS: Mitä valitset, mikä on paras ratkaisu?Milloin /dead lineMitä seuraavaksi?
Date 12
Coaching model: GAINS
Active Listening
Listening in 3 levels:
1. You hear the words said”What you said is ..”(and repeat exact words, the summary of what you heard)”
2. You hear also other things than exact words said based on e.g. your analyze, own filters and feelings
”What I am hearing is…”
3. You hear and it makes you think, what else is there (your interpretation behind the words)
”What I’m hearing is this.. and it makes me wonder/think/notice, that…”
Rehearse this
Date 13
…was this what you just said ?To be certain of what I heard…
…did I get it right?I hear that…
…am I right?You are about to say…
…did I understand correctly, what you told?
If I undertood correctly…
EndWhat you have heardStart
LISTEN AND REPLAY
Key Ideas