Manager Class Proposal:

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C.Bennett & Associates March 5, 2010

Review coaching training options Introduce the Appreciative Inquiry approach Explain the Appreciative Coaching model Share mentoring applications of the model Deliver the class proposal overview Detail the class outline Answer your questions

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GROW Coaching Model- Goal, Reality, Obstacles, Wrap-Up

STEPPPA Coaching Model- Subject, Target Identification, Emotion, Perception and Choice, Plan, Pace, Adapt or Act

Motivational Interviewing- Use questioning to solve ambivalence/develop readiness to bring change

Appreciative Coaching: Guide employee through four development stages—Discovery, Dream, Design, and Destiny

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The establishment of a relationship built on trust, honest communication and confidentiality.

The formulation of client-based, agreed upon goals and expectations.

A deep questioning and learning dynamic in relation to goals.

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Whatiscoaching.com-2010

A particular way of asking questions and envisioning the future that fosters positive relationships and builds on the basic goodness in a person, a situation, or an organization.

Founded on belief that people flourish when they focus on human ideals, achievements and best practices

Build performance around what works, rather than trying to fix what doesn't

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2007-Appreciative Coaching Collaborative

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Discovery

Reflect and Celebrate on what is working well

Dream

Articulate the Potential for improving what works

well

Destiny

Be and Become by implementing the

improvement

Design

Direct Attention & Action to planning & prioritizing a

behavior change

The Coaching Topic

Copyright © 2007 - Appreciative Coaching Collaborative, LLC

Performance Improvement

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Discovery

Identify the strengths the individual brings

Dream

Envision how these strengths can build the

individual’s future

Destiny

Create a personal development action plan

Design

Discuss elements of a plan to leverage strengths

Mutual Trust Relationship

Copyright © 2004- Purdue University

Duration:1. Brief pre-class reading assignment2. Four-hour, instructor-led class Performance Objectives: Managers will…1. Practice using models in class2. Apply models on the job3. Use the models in future coaching & mentoring Success will be measured by…1. In-class performance2. Follow-up calls, reports and emails

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Welcome/topic introduction Appreciative Coaching defined Appreciative Coaching model Participant coaching practice Appreciative Mentoring steps and

considerations Mentoring practice Conclusion/commitments

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Written sources:1. Appreciative Inquiry: A Positive Revolution in Change,

by Cooperridge & Whitney. Berrett-Koehler . 20052. Appreciative Coaching: A Positive Process for Change

by Orem & Binkert. Jossey-Bass. 20073. Strategic Collaboration and Retention of First-year

Technology Students by M. Wasburn, Purdue University, 2007

Websites:1. http://www.what-is-coaching.com/index.html2. http://appreciativecoaching.com/3. http://whatiscoaching.com

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