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WHY MANAGERS DONT COACH? They themselves are not coached [no role models]. The culture does not support coaching They dont know how to coach [no skill] They have little or no incentive or accountability to coach - no inspiration or motivation
This is the zone of reactive adjustment it wakes up people to get their attention because people feel panicked, they cant learn well or perform well here burnout happens and quality suffers people are pushed into indecision people are not competent to handle what is before them may lead them into depression zone
Easy zone
Perceived ability
RECEIVING FEEDBACK
Recognize that your tendency will probably be to listen for what you disagree with,not what you can learn be quiet and listen with an ear to what you can learn remain quiet and listen with an ear to what you can learn make a real effort to keep your mind on receive not send
RECEIVING FEEDBACK
Fight the self talk that tells you to reject the feedback with unspoken comments [he doesnt understand, my reason for doing this was ] listen for what you can use, not what you dont agree with ask questions to learn more take notes and review the comments thank the giver
STEP 1 - PREPARATION
Set objective before the session. What do you want to see as the outcome?
STEP 2 - OPENING
Set the stage / environment build rapport and state your purpose
RELATIONSHIP MEETING
ONE TIME PER YEAR WHEN NOTHING
Hands on coaching - when working with inexperienced learners Hands off coaching - when developing higher performance with experienced learners Supporter coaching - when helping learners use a flexible learning package technique Qualifier Coaching - when helping a learner develop a specific requirement for a competence based or professional qualification
COACHING METHODS
T
Y L
L
E 0%
CONTROL
100% E
PERFORMANCE TASKS
Analyze
assess current standards of performance identify learning needs to meet performance goals and required standards
Plan
identify and organize suitable learning resource[s] and opportunities agree learning plans, coaching role and assessment methods provide opportunities for individuals and groups to manage their own learning
Implement
PERFORMANCE TASKS
explain, demonstrate and supervise practice of concepts and techniques ensure opportunities for feedback and discussion adjust coaching role and program to suit learners needs and progress
Evaluate
evaluate achievement of goals and standards provide feedback, encouragement and support to individuals to apply learning
PERFORMANCE SKILLS
Core Skills
listen attentively observe and recognize competent performance demonstrate effective questioning technique respond, summarize and clarify situations
Technique Skills
recognize different learning styles adapt to preferred learning styles
PERFORMANCE SKILLS
Technique skills
Recognize different learning styles
Adapt to preferred learning styles Adopt appropriate coaching styles Gain acceptance and commitment to
PERFORMANCE SKILLS
Personal Skills
display sensitivity to and empathy for learners thoughts and ideas and need for appropriate feedback establish rapport and good communication channels with learner encourage learner to take responsibility for own development support and build confidence in learner
COACHING CHECKLIST
Start every session with an agreed goal for that session that relates to other previously agreed goals plan and prepare each session in advance to ensure that adequate time and resources are available if you have to demonstrate concepts or techniques, keep it short and simple if you are in a qualifier or supporter role, do your homework thoroughly in advance
While a hands-on style is appropriate for inexperienced learners, move as quickly as possible to the hands-off style as it encourages greater ownership of the development process by the learner Remember that, while questioning may be your important skill, observing and listening are also vital skills Feedback should be positive and encouraging and criticism always presented constructively
COACHING CHECKLIST
Allow plenty of opportunities for discussion and review of performance goals in the light of progress achieved respect and liaise constantly with other people involved in helping the learner develop aim to become qualified yourself and recognize that coaching is a constant learning process for yourself
COACHING CHECKLIST
Empathetic Listening
Skills stretching Vision Making Role Modeling
SELF COACHING
Self coaching does not mean people are not taught or supported; it simply means that they should take the initiative to seek the knowledge and support and needs
SELF COACHING
improvement?
Where can I go to learn more?