Using Coaching Skills to support engagement in the use of Learning Technologies

Sally Betts HOLEX Learning Technology Support

How do you feel about change?

Workshop objectivesBy the end of this workshop you will have:• identified common challenges

• reflected on your current coaching and facilitation skills

• developed your understanding of different techniques that can be used within coaching to improve performance

• engaged in and reflected on a peer coaching activity to develop deeper listening and powerful questioning techniques

• considered the application of the coaching techniques within your job role

Activity 1:The bigger picture In pairs discuss

What national policies or initiatives have significantly influenced approaches taken to teaching and learning in your organisation?

Activity 2: The local picture

What are you doing here in Derby?

• What is Derby’s vision with Learning Technologies?• What difference will this make to teaching and learning? • What is already happening?• What organisational constraints are you be working within?• How are you using technologies within your role?

Activity 3: Push-Pull

© Learning and Skills Improvement Service (LSIS) 2009 7

Push–pull spectrum

Push Pull spectrum

Differentiation

Poor attendance

Engaging Learning

Achievement levels

…………..

……………….

……………..

…………….

………………

Activity 4: Diamond 9What are common challenges?

Activity 5: Professional Development

Goal

• What do you want to achieve?

• What would achieving this lead to long term?

• When would you like to achieve this by?

Reality

• What is the current position?

• What have you done so far?

• What stops you from moving on?

Options

• What could you do?• What else?• What else?• ………………….and what else?

Will

• What will you do?

• What will be the first step?

• By when?

© Learning and Skills Improvement Service (LSIS) 2009 14

The GROW ModelJohn Whitmore (2003)

The Grow Model

Motivational dialogue skills

SIX CORE SKILLS

Summarising for change

Effective questioning

Reflective listening

Eliciting change talk

Affirmation

Non verbal

communication

Enhancing coaching conversations

Powerful questions

• Harness your curiosity • Be direct • Short is good!

Examples

• What do you really want? • Where do we go from here? • Is this a time for action?

• What action?

Enhancing coaching conversations Deeper Listening

•Internal listening

- focus on self

•Focussed listening

- focus on the other person, empathic, absence of ‘mind chatter’

•Global listening

- 360°listening, intuitive, noticing everything that is around you

Activity 6: Grow Together

Differentiation

Action Research

Use GROW

Goal: improve differentiation

Identify all the Options

Use an Action Research mini-project

Take one option

Action with support, review

Activity 7: Developing your Coaching Skills

Working in threes, take turns to adopt the role of coach, coachee and observer.

Focus on using the GROW model – powerful questions and reflective listening.

• As a coachee choose a card from the Diamond 9 activity or a topic which is relevant to your particular role;

• As a coach, build in the use of powerful questions and deeper listening to develop the session, probe the coachee and help them to move forward and come to some conclusions.

• As an observer, listen and make notes. When giving feedback (to the coach only), be descriptive, specific, non-judgemental and refer to things that could be changed or improved.

Enhancing coaching conversations

Key coaching attributes

Key principles• Awareness and responsibility

Behaviours• Personal drivers• Beliefs• Feelings

Skills• Effective questioning• Active listening• Self reflection• Analysis• Empathy• Resourcefulness

Helping people change

The Wheel of Change

Workshop objectivesBy the end of this workshop you will have:

• identified common challenges

• reflected on your current coaching and facilitation skills

• developed your understanding of different techniques that can be used within coaching to improve performance

• engaged in and reflected on a peer coaching activity to develop deeper listening and powerful questioning techniques

• considered the application of the coaching techniques within your job role

Activity 8: Effective coaching: where am I?• On a scale of 1 - 10, how confident do you feel in undertaking coaching conversations?

• Which skills and qualities do you need to develop further?

• What support could help you achieve this?

WHAT?A description of the event

Having an experience in teaching

Purposefully reflecting on

selected aspects of that experience

Actioningthe new learning from that experience

NOW WHAT?Proposed actions

following the event

Discovering what learning emerges

from the process of reflecting on practice

SO WHAT?An analysis of

the event

The “What Model”of Structured Reflection(Driscoll, 2000)

Professional Dialogue

Professional Dialogue

A structured style of interaction used to facilitate and develop others’ capacity to plan and implement change or development

Key elements: Review & evaluate the current situation

Clarify purposes, intentions

Develop clear, effective strategies for moving forward (tasks, milestones, etc.)

Plan and firm up desired outcomes, along with appropriate outcome measures and interim success indicators

Regularly monitor and review progress towards desired outcomes

Professional Dialogue - Skills

• Self awareness• Reflection• Questioning• Active listening• Summarising and feedback

Look through Handout “Structuring the Professional Dialogue”Spend 10 minutes as a table group exploring how the Professional Dialogue approach differs from the GROW modelFeedback to the whole group

Purposes

Strategies

Outcomes

Review

Look at the handout “PD Framework”

Activity

Work in Pairs

One of you choose a topic you would like to work on. This can be the same as the topic chosen for coaching.

Your colleague will now help you develop your plan by questioning, listening, guiding, Use the blank PSOR structure sheet to develop a plan