Coaching and Levels of Behavior Change

2,071 views
1,963 views

Published on

Describes a coaching process related to levels of behavior change

1 Comment
3 Likes
Statistics
Notes
  • Hi David, I have enjoy the presentation. Would it be possible to have a copy of it. My email address is dossasam@gmail.com.
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
No Downloads
Views
Total views
2,071
On SlideShare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
0
Comments
1
Likes
3
Embeds 0
No embeds

No notes for slide

Coaching and Levels of Behavior Change

  1. 1. [ Your Event ] [ Your Location ] <ul><li>Coaching </li></ul><ul><li>And </li></ul><ul><li>Levels of </li></ul><ul><li>Behavior Change </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  2. 2. Why coaching? <ul><li>Coaching for behavior change </li></ul><ul><li>is too important, as a workplace </li></ul><ul><li>learning and business growth </li></ul><ul><li>strategy, to be left for the </li></ul><ul><li>occasional expert. </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  3. 3. Improvement questions . . . . <ul><li>What? </li></ul><ul><li>Why? </li></ul><ul><li>How? </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  4. 4. Why does coaching work? <ul><li>Individualized </li></ul><ul><li>Targeted, focused </li></ul><ul><li>Specific to job performance </li></ul><ul><li>Persistent; follow-through </li></ul><ul><li>Focus on behavior change </li></ul><ul><li>Results oriented </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  5. 5. Why coaching? <ul><li>Most training events seem to resemble … </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  6. 6. Why coaching? <ul><li>Most training events seem to resemble … </li></ul><ul><li>. . an airplane ride </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  7. 7. Why is training so often ineffective? Copyright (c) 2009 David L. Hanson, Ph.D.
  8. 8. Why is training so often ineffective? <ul><li>Resistance to Change </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  9. 9. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. “ Core Personality”
  10. 10. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Habits  “ Core Personality”
  11. 11. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Operating Behaviors  Habits  “ Core Personality”
  12. 12. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Ideas / Attitudes  Operating Behaviors  Habits  “ Core Personality”
  13. 13. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Decisions  Ideas / Attitudes  Operating Behaviors  Habits  “ Core Personality”
  14. 14. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Choices  Decisions  Ideas / Attitudes  Operating Behaviors  Habits  “ Core Personality”
  15. 15. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Results  Choices  Decisions  Ideas / Attitudes  Operating Behaviors  Habits  “ Core Personality”
  16. 16. Suppose you don’t like your results? Copyright (c) 2009 David L. Hanson, Ph.D.
  17. 17. Suppose you don’t like your results? What are you going to do about it? Copyright (c) 2009 David L. Hanson, Ph.D.
  18. 18. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Results  Choices   Decisions  Ideas / Attitudes  Operating Behaviors  Habits  “ Core Personality”
  19. 19. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Results  Choices   Decisions   Ideas / Attitudes  Operating Behaviors  Habits  “ Core Personality”
  20. 20. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Results  Choices   Decisions   Ideas / Attitudes   Operating Behaviors  Habits  “ Core Personality”
  21. 21. Frustrated? Let’s see your hands . . . . . Copyright (c) 2009 David L. Hanson, Ph.D.
  22. 22. Frustrated? Here’s what you can do. Copyright (c) 2009 David L. Hanson, Ph.D.
  23. 23. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Results  Choices  Decisions  Ideas / Attitudes   Operating Behaviors  Habits  “ Core Personality”
  24. 24. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Effort Results  Choices  Decisions  Ideas / Attitudes   Operating Behavior  Habits  “ Core Personality” History
  25. 25. Two problems emerge . . . <ul><li>Pain </li></ul><ul><li>No immediate reward </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  26. 26. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Results  Choices  Decisions  Ideas / Attitudes   Effort History  Operating Behavior   Habits  “ Core Personality”
  27. 27. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Results  Choices  Decisions  Ideas / Attitudes    Effort History  Operating Behavior    Habits   “ Core Personality”
  28. 28. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Results  Choices  Decisions  Ideas / Attitudes     Effort History  Operating Behavior     Habits    “ Core Personality”  
  29. 29. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Results  Choices  Decisions  Ideas / Attitudes     Effort History  Operating Behavior     Habits    “ Core Personality”      
  30. 30. Overcoming Resistance to Change Copyright (c) 2009 David L. Hanson, Ph.D. Results  Choices  Decisions  Ideas / Attitudes     Effort History  Operating Behavior     Habits    “ Core Personality”      
  31. 31. Have we known this very long? <ul><li>Is this something </li></ul><ul><li>really “new’? </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  32. 32. From the Mantis Master . . . <ul><li>“ Knowledge is the </li></ul><ul><li>beginning of practice; </li></ul><ul><li>doing is the completion </li></ul><ul><li>of knowing.” </li></ul><ul><li>Wang Yang, Ming Dynasty </li></ul><ul><li>(1472-1529) </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  33. 33. Coaching Depth of Levels Outcome <ul><li>Information Awareness </li></ul><ul><li>Practice Habit </li></ul><ul><li>Insight Purpose </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  34. 34. Coaching Depth of Levels Tools Outcomes Copyright (c) 2009 David L. Hanson, Ph.D. Information “ Profilor” 360 MIPS, 16PF, Etc. Awareness Practice Conflict Dynamics Profile (CDP) Habit Insight Gema Lead360 Purpose
  35. 35. Barriers to Coaching <ul><li>Time </li></ul><ul><li>Cost </li></ul><ul><li>Energy </li></ul><ul><li>Patience </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  36. 36. A “simplified” coaching process <ul><li>Forge a partnership </li></ul><ul><li>Acknowledge ambition </li></ul><ul><li>Foster a vision </li></ul><ul><li>Encourage effort </li></ul><ul><li>Recognize growth </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  37. 37. Providing . . . “AID” <ul><li>A ccountability </li></ul><ul><li>I ncreases </li></ul><ul><li>D ependability </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  38. 38. Warning . . . . <ul><li>You can not successfully </li></ul><ul><li>hold others accountable, </li></ul><ul><li>as a way of increasing </li></ul><ul><li>dependability, unless </li></ul><ul><li>you are modeling </li></ul><ul><li>dependability. </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  39. 39. Spinning the plates . . . <ul><li>Multiple Developmental </li></ul><ul><li>Targets </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  40. 40. What happens to the plates? Copyright (c) 2009 David L. Hanson, Ph.D.
  41. 41. Developmental Target #1 <ul><li>Name the Target </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  42. 42. Example? Copyright (c) 2009 David L. Hanson, Ph.D.
  43. 43. Example? <ul><li>Listen Attentively </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  44. 44. Developmental Target #1 <ul><li>Description </li></ul><ul><li>Of </li></ul><ul><li>Future Behavior </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  45. 45. Example? Copyright (c) 2009 David L. Hanson, Ph.D.
  46. 46. Example? <ul><li>Demonstrates attention to the comments and questions of others; listens openly and non-judgmentally; listens without interrupting; encourages full expression of ideas; listen well in a group; acknowledges the thoughts and feelings of others; takes the time to explore what is being said more deeply; demonstrates body language that shows interest; provides undivided attention to the speaker; </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  47. 47. Developmental Target #1 <ul><li>Action step #1 </li></ul><ul><li>Action step #2 </li></ul><ul><li>Action step #3 </li></ul><ul><li>Action step #4 </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  48. 48. DT#1-Listening: Action Steps <ul><li>Wait until the speaker stops </li></ul><ul><li>Create “engaged” body language </li></ul><ul><li>Formulate response after “period” </li></ul><ul><li>Keep response short </li></ul><ul><li>Demonstrate curiousity </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  49. 49. Professional Growth Plan (PGP) <ul><li>Purpose: </li></ul><ul><li>Plans the focus of growth </li></ul><ul><li>Documents behavior </li></ul><ul><li>Facilitates growth and retention </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  50. 50. Bottom Line . . . . <ul><li>Effective coaching is </li></ul><ul><li>empowering . . . </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  51. 51. Bottom Line . . . . <ul><li>Effective coaching is </li></ul><ul><li>empowering . . . </li></ul><ul><li>. . . and profitable </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.
  52. 52. <ul><li>Thank you! </li></ul><ul><li>www.linkedin.com/in/DavidLHansonPhD </li></ul>Copyright (c) 2009 David L. Hanson, Ph.D.

×