Coaching - 29 Agt 2017

Communication Skills
COACHING
www.rajapresentasi.com 1
AGENDA
Introduction
Define Coaching
Different Coaching with…
Expand view of coaching application
Benefit and barriers
Coaching step models
GROW step model
Role Play - Practice
Introduction
To be an effective Leader,
you must be an effective
Coach
Approach :
1. People learn best by doing
2. They will do best what they want to do
3. People will learn what is practical
Define Coaching
Coaching is unlocking a person's potential to maximize their

own performance. It is helping them learn rather than
teaching them.
Interactive process through which managers and
supervisors aim to solve performance problems or develop
employee capabilities.
Who Needs Coaching ?
www.rajapresentasi.com
Everyone 5
Why Does Everyone Need a Coach ?
There is always
room for
improvement, and in
today’s
competitive
marketplace,
if you don’t
continue to improve,
you will not survive
Different Coaching with…..
Counseling :
To solve personal problem
Coaching ; helping individuals grow and maximize
their potential
Consulting :
Diagnose problems, develop and implement
solutions for individuals or organizations
Coaching ; helping individuals or teams find their
own solutions
Different Coaching with…..
Mentoring :
The expert who provides the wisdom and
guidance of his experience
Coaching ; not advise, but help set and achieve
goals
Coaching v/s Mentoring
Coaching Mentoring
• Focus : developing skill to • Focus : personal growth and
achieve shorter-term the continuous improvement of
performance objectives an individual’s capability and
potensial
• Function : to help an individual • To develop mentees to a point
achieve specific objectives where they can make mature
and intelligent for themselves
• Relationship : the coachee is • The mentee often chooses the
usually assigned to the coach mentor
who assumes responsibility
for improving performance
Coaching Mentoring
• Authority : the coach is • Mentor is more highly ranked
generally in authority and is in within the organization’s
charge of managing the business hierarchy, but
objectives to be achieve authority is tempered
• Reward : A coach’s rewards • Is a more reciprocal
are usually the form of value relationship
from the coachee’s improved
job performance
Coaches don’t usually expect Both the mentor and mentee
to learn from their coachees learn from each other and
grow professionally
Coaching Mentoring
• Area of activity : when • For broader purposes such as
employees need help to developing managerial talent
achieve specific objectives or
perform given tasks
Coaching Myths Busted
Myths Facts
• Coaching is for lossers, a • Coaching is for the winners
last-grasp effort before who seek to go to the next
being shown the door level
• Coaching is about filling • Coaching is about an
leadership behavior gaps Impossible Future and
changing your life
• Coaching is a separate • Coaching integrates
leadership development leadership development and
activity results
• Coaching is an activity that • Coaching requires
happens in annual reviews continuous, but not
continual communication
Expand View of Coaching Application
Successful Performance :
Reinforce – Encourage - Empower
Unsuccessful New Projects /

Performance : New Employees :
Coaching
Problem Solving + Guidance + Goal
Motivation for Change Setting
Support Changes in Business Direction :

Adjust their skills to maintain alignment with
business trends and competitive pressure
Benefit of Coaching
Developing Overcoming
Employees KSA’s Performance Problems
Increasing Creating Promotable

Productivity Subordinates
Improving Fostering Positive

Retention Work Culture
Barriers to Coaching
1 Incorrect matching of coaches and learners
2 Lack of top-down support
3 Resentment felt by those not involved
4 Credibility of internal coaches
5 Creation of false promotional expectations
6 Gender issues
7 Blurring of Role boundaries
8 Lack of commitment from Learner
Is Coaching Avoided ?
“ Coaching and counseling is the most

uncomfortable, avoided and mishandled off all
managerial responsibilities”
Harry Levinson
(Harvard University)
• Do you agree or disagree ?

• Why ?
Why do we avoid Coaching ?
 It’s uncomfortable
 No one likes to criticize
 It takes a lot of time
 The session can get emotional
 We don’t know how to control the sessions
Goal of a Coach
 To help others see the need for change

 To facilitate the success of others
 To sustain improvement, performance and
success
 To build on strengths and work on weaknesses
 To encourage others to stretch and take
calculated risks
 To facilitate growth and develop competency
Coaching Step Models
GROW (Goal – Reality – Option – Will)
ASPER (Assess – Set Goal – Plan – Execute –

Reach Your Goal)
SUCCESS (Session Planning – Uplifting

Experiences – Charting Your Course – Creating
Opportunities – Expectations and Commitments –
Synergy – Summary)
Coaching Step Models
STEPPPA (Subject – Target Identification –

Emotion – Perception and Choice – Plan – Pace –
Adapt or Act)
COMBAT (Clarifying Agenda – Organizing

Perspective – Magnifying Situation – Building
Alternatives – Actuating Decision – Taking
Commitment)
GROW Step Model
Goal
the end result to be achieved
Reality
current conditions
Option
a choice of possible ways to achieve the goal
Will
real action to be taken immediately
GROW Step Model
Remember, a coach helps others by asking

questions
in order for them to practice finding a solution in

themselves
we need to design the right questions for them
GROW Step Model
1 One question at a time, clear and simple
2 Using open questions
Open question : What, When, Who, Where, How, Why……..
Close question : Is it … ?, Can you ….. ?
3 Appreciate any answers or opinions, do not judge them
Role Play - Practice
As a coach :
As a coachee :
Thank you

Coaching - 29 Agt 2017

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Coaching - 29 Agt 2017

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Communication Skills

Different Coaching with…

Expand view of coaching application

Benefit and barriers

Coaching step models

GROW step model

Role Play - Practice

Coaching is unlocking a person's potential to maximize their

Unsuccessful New Projects /

Support Changes in Business Direction :

Increasing Creating Promotable

Improving Fostering Positive

1 Incorrect matching of coaches and learners

2 Lack of top-down support

3 Resentment felt by those not involved

4 Credibility of internal coaches

5 Creation of false promotional expectations

7 Blurring of Role boundaries

8 Lack of commitment from Learner

“ Coaching and counseling is the most

• Do you agree or disagree ?

 To help others see the need for change

GROW (Goal – Reality – Option – Will)

ASPER (Assess – Set Goal – Plan – Execute –

SUCCESS (Session Planning – Uplifting

STEPPPA (Subject – Target Identification –

COMBAT (Clarifying Agenda – Organizing

Remember, a coach helps others by asking

in order for them to practice finding a solution in

we need to design the right questions for them

1 One question at a time, clear and simple

2 Using open questions

Open question : What, When, Who, Where, How, Why……..

Close question : Is it … ?, Can you ….. ?

3 Appreciate any answers or opinions, do not judge them

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