*KEY FACTS?*

Coaching

Coaching – What is it?• Defines the verb ‘coach as – tutor, train, give hints to, prime with facts Oxford English

Dictionary

• A collaborative, solution focussed, results oriented and systematic process in which the coach facilitates the enhancement of work performance, life experience, self-directed learning and personal growth of the coachee. Chrystal

• A process that enables learning and development to occur and thus performance to improve Parsloe (1999)

• A coach is a collaborative partner who works with the learner to help them achieve goals, solve problems, learn and develop Caplan (2003)

• Unlocking a persons potential to maximise their own performance Whitmore (1996)

Is Is not

Good Bad (and down right ugly!)

What are the Benefits

Motivates people

Improves relationships

Increased creativity/learning/knowledge

Allows fuller use of individual’s talents/potential Higher organisational performance/productivity

Demonstrates commitment to individuals and their development

Facilitates the adoption of a new culture/Management style

Better employee performance

Its rewarding

Unleashed creativity

Agreements upheld more often

You don’t have to have all the answers

Personal satisfaction to help others develop

Shared responsibility frees you up to innovate, focus on building relationships

(Can be) fun!

Developing self-awareness

Improves specific skills or behaviour

Self-esteem & confidence

Greater clarity in roles and objectives

Personal Motivation

Increased commitment to doing their best

Corrects behaviour/performance difficulties

More creativity and support for innovative problem-solving

Generates improvements in individuals’ performance/targets/goals

Increased openness to personal learning and development

Helps identify solutions to specific work-related issue

Greater ownership and responsibility

Typically, good coaches will use and follow these principles:

•Listening is more important than talking

•What motivates people must be understood

•Everyone is capable of achieving more

•A person's past is no indication of their future

•People's beliefs about what is possible for themselves are their only limits

•A coach must always provide full support

•Coaches don't provide the answers

•Coaching supports and does not include criticising people

•All coaching is completely confidential

Coaching & Feedback Models

GROWGROW

BOOSTBOOST

GROW model Whitmore (1996)G Goal agree the objective and subject for the session, as

well as short and long term

R Reality checking to explore the current situation, invite self assessment & reflection, use specific examples

O Options - and alternative strategies or courses of action

W What - commitment to action: what is to be done, WHEN and by WHOM and the WILL to do it, how will any

obstacles be overcome?

B Balanced - areas of improvement with strengths that you see

O Objective - focus on actual behaviour, not interpretation or underlying motives

O Observed- the behaviour needs to be observed by you, not hearsay

S Specific - provide examples

T Timely - feedback at the most relevant time as soon after the event as possible

Giving Feedback

• Demonstrate an eagerness to learn about oneself and invite feedback• Remember that even unfairly negative criticism will contain a grain of

truth • Listen carefully• Question for clarity or detail• Avoid becoming defensive• Identify the potential for learning• Don’t condemn yourself or let others condemn you• Thank the person for the feedback

Receiving Feedback

Getting the most from coaching

Listening Skills

‘We have two ears and just one mouth – so perhaps we should listen twice as much as we talk’

Levels of Listening• Tune in and Out

– Physical distractions– Reactions to speaker– Disinterest

• Surface Listening– Selective Listening– Look to confirm what we know– Matching thoughts

• Active Listening– Stay connected and focussed– Suspend pre-conceptions /

judgements

Levels of Listening

L Look interested (eye contact and body language)

I Inviting questions (clarification , probing)

S Stay connected to the content (don’t wander)

T Test your understanding (summarising and clarification)

E Evaluate your reactions

N No personal judgements / interruptions

So…its easy to listen, right?

Rules of Engagement

In pairs:

First person talks on a subject of their choice for 1 minute(hobby, favourite soap, project at work, something you saw on the news, what I did at the weekend, etc)

Second person is to LISTEN. Listener may not ask questions, but may make notes.

Swap roles.

Questioning

KIPLINGKIPLINGKIPLINGKIPLING

OPENOPEN

PROBINGPROBING

Let’s put it into practice!

Rules of Engagement• Groups of three:

• Coach, use GROW and LISTEN • Coachee, take advantage of a new coach! • Observer, provide feedback using BOOST

• 5 minutes in each role, and swap until you have tried each

This is a safe environment, anything you share here is confidential

Make notes if you want to

Refer to your handouts – its not a test.

Its ok not to be perfect first time – that’s why we practice!

Hope you have found some useful information today and may all your

coaching sessions be fruitful!

Thank you.