HEART OF COACHING

Transformational Coaching

“Coaching is a profession of love. You can’t coach people unless you love them.”

Eddie Robinson – Grambling University

Three Phases of Transformational Coaching1. Foundation Phase – in which you create a

coaching relationship (the climate where coaching occurs) and in which you prepare for a particular coaching session.

2. Learning Loop – in which you share balanced feedback and engage in dialogue to learn from the exchange.

3. Forwarding-the-Action Phase- in which you create positive momentum and a commitment for change.

Phase One - The Foundation Phase1.Connect2.Set Organizational Contexta) Organization Visionb) Missionc) Strategyd) Key Objectivese) Core Values

3. Observe4. Prepare – this is your internal and

independent work as a coach. a) Become conscious of your thinking b) Collect your thoughts c) Develop the information and strategy for the conversation

Phase Two – The Learning Loop1. Be Present, State Your Topic, Share Your

Positive Intentions, and Request Permission.a) Focus your attention on the person and the

situation.b) Establish the topic and positive outcomes you

intend to achieve.c) Be sure about the time and place.

2. Set Context for the Coaching Conversation and Share Perceptions of the Results Cycle.

a) Make certain they understand the reason for the conversation

b) Our beliefs drive our behaviors which influence our relationships that lead to our results

3. Ask Learning Questions to Explore Beliefsa) Understand the coachee’s purpose and

perceptionsb) Once we understand their perceptions of

performance, we are in a better position to figure out what we each might do differently

c) It is clearly helpful to discuss differing beliefs and reflect on implications

4. Reflectively and Empathetically Listena) Listen deeply to peoples’ answersb) Make statements that demonstrate your

sense of empathy and enrich the conversation

c) Deeper listening demonstrates respect and builds trust and rapport

5. Explore Accountability in Co-creating Outcomes.

a) It is critical in coaching relationships that true accountability, emotional honesty, and heartfelt humility characterize the relationship

b) Share and explore perceptionsc) Both coach and coachee will build trust and

deepen rapport

Phase Three – The Forwarding-the-Action Phase1. Refocus on the Vision for Successa) The focus is turning to action steps which may

be the organizational vision or a simple goal or objective

2. Solicit and Suggest Optionsa) Ask the coachee for options – What does this

do?

b) Gives the feeling of collaboration and empowerment

c) Resist the tendency to “show how smart you are” by solving the problem first

d) Be patient – ask questions

3. Request Specific Changesa) You may need to go beyond offering

suggestionsb) Specify the nature of the change you want or

needc) May be less collaborative but are important

in helping a coachee who is struggling or resisting

4. Require Changes and Clarify Consequencesa) Highly assertive and directb) Applies when the coach is the direct manager

of the coacheec) Used when other strategies do not workd) By this point the informal or formal

progressive-discipline progress has begun

5. Clarify the Action Commitment and a Follow-up Plan

a) Make sure the coachee understands their action commitment and when it is going to happen

b) The follow-up plan simply addresses when and how the next progress check might occur

6. Reinforce Progress and Offer Supporta) Always recognize progressb) How can I support you?