LEARNING & DEVELOPMENT

“THE MOST SUCCESSFUL PEOPLE AND BUSINESSES NEVER STOP LEARNING”

This session will start at 12:45

COACHING for Managers

User guide

Questions/ comments: chat box

Host only

All participants

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The essence of coaching

Key coaching skills

Coaching continuum

GROW coaching model

Appropriate times to coach

Agenda

True or false?

To be a good coach you need to have a sound knowledge of the area which you are coaching someone on?

Coaching introduction

“Coaching is the art of facilitating the performance, learning & development of another.”

In Coaching the focus is on achievement and fulfilment and moving forward in a goal orientated fashion

Coaching Mentoring

Mentoring works particularly well when You want a sounding board for

your ideas, thoughts and plans

You want someone to help you with networks, sources of information, advice and further support

You want someone to share their personal experiences with you

Coaching works particularly well when: You are highly motivated to make

meaningful change You want individual attention,

encouragement, challenge and support

You want to address areas of personal development and/ or performance improvement

The coach needs no experience, knowledge, or expertise in the

field of the coachee. They need to create a partnership built on

rapport and trust and apply their coaching skills to get the best out of their coachee in line with what

they want to focus on

The mentor is someone who will help their mentee navigate their way through the career structure, act as a sounding board and help them get the career experiences they need at the time when they need them.

Quotes

“You cannot teach a man anything. You can only help him discover it within himself.”Galileo

“Coaching is unlocking a person's potential to maximize their own performance. It is helping them to learn rather than teaching them.”John Whitmore, in Coaching for Performance

“Great coaches do not tell people what to think. They point people in the right direction to find the answers. This self-restraint is one of the most difficult challenges of leadership.” Thomas Bandy

“Mentoring is imparting to you what God has given me. Coaching is drawing out of you what God has given you.” Dale Stoll

Summary - benefits of coaching

Improved performance Fewer ‘human’ errors Increased visible performance A decrease in managerial time Confidence and motivation Increased proactivity Improved confidence Increased two-way communication More confident and effective leadership Improved leadership from team-leader level Decision speed improved

Behaviours & skills

Listening

Giving feedback

Summarising

Offering guidance

Instructing

Giving advice

Telling

Paraphrasing Asking questions

Making suggestions

Reflecting

Coaching spectrum

Non Directive

Directive

Asking effective questions Gather general and specific information Help someone remember something more clearly Shift someone’s attention Understand someone’s values and help them appreciate

another person’s values Help someone to link two thoughts, or situations, together Help someone appreciate something from another

person’s perspective Help someone come to a conclusion Influence someone to action and the effects of that action Prepare someone to overcome barriers to action Influence someone to think about a situation positively Help someone gain learning from an event or

circumstances

Eyes

Ears

Body

Attitude

Total listening

Kolb learning cycle

Experience

ReflectPlan and experiment

Theorise

GROW coaching model

Goals Reality

OptionsWill

GROW - goals

End goals

Progress/discussion goals

SMART goals

What is it you would like to discuss? What would you like to achieve? What would you like from (to achieve) this session? What would need to happen for you to walk away feeling

that this time has been well spent? If I could grant you a wish from this session, what would it

be? What would you like to be different when you leave this

session? What would you like to happen that is not happening now? What outcome would you like from this

session/discussion/interaction? Is that realistic? Can we do that in the time we have available? Will that be of real value to you?

GOAL questions

SMART goals

GROW - reality

What is happening now

Blockers & enablers

Establishing the “gap”

What is happening at the moment? How do you know this is accurate? When does this happen? How often does this happen? Be precise as possible What effect does this have? How have you verified or would you verify, that it is

so? What other factors are relevant? Who else is relevant? What is their perception of the situation? What else have you tried so far?

REALITY questions

GROW - options

Brainstorming

As many ideas/solutions as possible

Primary source the coachee

Coach suggestions (if necessary)

What could you do to change the situation? What alternatives are there to that approach? Tell me what possibilities for action you see. Don’t worry

about whether they are realistic at this stage. What approach/actions have you seen used, or used

yourself, in similar circumstances? Who might be able to help me? Would you like suggestions from me? Which options do you like the most? What are the benefits and pitfalls of these options? Which options are of interest to you? Rate from 1 – 10 your interest level in the practicality of

each of these options Would you like to choose an option to act on?

OPTION questions

GROW - will

Evaluate

Comparison

Choose an option

SMART Actions

What are the next steps? Precisely when you take them? What might get in the way? Do you need to log the steps in your diary/PDP? What support do you need? How and when will you enlist that support?

WILL questions

SMART actions

Specific Measurable Achievable Relevant Timely

Each step is a SMART action

GROW coaching model

Goals Reality

OptionsWill

The essence of coaching

Key coaching skills

Coaching continuum

GROW coaching model

Appropriate times to coach

Agenda

When is the right time ?

Knowledge, skills & attitude

Process

Commit-ment

Purpose

Attitude

KnowledgeSkills

Ability

Know how Know what

Know why

Summary - benefits of coaching

Improved performance Fewer ‘human’ errors Increased visible performance A decrease in managerial time Confidence and motivation Increased proactivity Improved confidence Increased two-way communication More confident and effective leadership Improved leadership from team-leader level Decision speed improved

Contact us

NAME: Victoria Hampton

EMAIL: v_hampton@imeche.org

OFFICE: +44 (0)1903 815634

MOBILE: +44 (0) 7713 565 683

“THE WIDEST RANGE OF TRAININGPROGRAMMES DESIGNED FOR ENGINEERSAND BUSINESSES WITH TECHNICAL PEOPLEAROUND THE WORLD”