Coaching Clinic

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Distinguishes coaching from other helping functions and isolates four bundles or competencies necessary for a truly "coaching conversation."

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Coaching Clinic

  1. 1. Much Ado About Coaching Copyright 2008. All Rights Reserved.
  2. 2. Copyright 2008. All Rights Reserved. What percentage of the workforce is: <ul><li>Low performing? </li></ul><ul><li>Average performing? </li></ul><ul><li>High performing? </li></ul>
  3. 3. Copyright 2008. All Rights Reserved. Where do managers spend most of their time ? <ul><li>Low performers? </li></ul><ul><li>Average performers? </li></ul><ul><li>High performers? </li></ul>
  4. 4. What major options do we use to affect performance? Copyright 2008. All Rights Reserved. <ul><li>Rewards and recognition </li></ul><ul><li>Performance management </li></ul><ul><li>Training </li></ul><ul><li>Mentoring </li></ul><ul><li>Coaching. </li></ul>
  5. 5. Training Copyright 2008. All Rights Reserved. The process of transferring job-related knowledge and skills, so that students have the ability to accomplish specific tasks and achieve specific goals.
  6. 6. Mentoring Copyright 2008. All Rights Reserved. A relationship that imparts wisdom from experienced individuals to less experienced ones, so that the protégé’s success is accelerated by not having to learn every lesson on their own.
  7. 7. Coaching Copyright 2008. All Rights Reserved. Partnering with clients in a thought-provoking and creative process, so that they are inspired to maximize their personal and professional potential.
  8. 8. Copyright 2008. All Rights Reserved. Coaching Partnering with clients in a thought-provoking and creative process, so that they are inspired to maximize their personal and professional potential. Training The process of transferring job-related knowledge and skills, so that students have the ability to accomplish specific tasks and achieve specific goals. Mentoring A relationship that imparts wisdom from experienced individuals to less experienced ones, so that the protégé’s success is accelerated by not having to learn every lesson on their own. Which is which?
  9. 9. Much Ado about Coaching Copyright 2008. All Rights Reserved. <ul><li>Caves to board rooms </li></ul><ul><li>Schools and institutes </li></ul><ul><li>Professional discipline </li></ul><ul><li>Fad to prominence </li></ul><ul><li>Resources </li></ul>
  10. 10. Copyright 2008. All Rights Reserved. Elements of a Coaching Conversation
  11. 11. Elements of a Fire <ul><li>Fuel </li></ul><ul><li>Heat </li></ul><ul><li>Oxygen </li></ul><ul><li>Chemical Reaction </li></ul>Copyright 2008. All Rights Reserved.
  12. 12. Fire Copyright 2008. All Rights Reserved. Elements Work Together Fuel Heat Oxygen Chemical Reaction
  13. 13. Copyright 2008. All Rights Reserved. Heat Oxygen Chemical Reaction
  14. 14. Copyright 2008. All Rights Reserved. Fuel Oxygen Chemical Reaction
  15. 15. Copyright 2008. All Rights Reserved. Fuel Heat Chemical Reaction
  16. 16. Copyright 2008. All Rights Reserved. Fuel Heat Oxygen
  17. 17. Fire Copyright 2008. All Rights Reserved. Elements Work Together Fuel Heat Oxygen Chemical Reaction
  18. 18. Elements of a Coaching Conversation <ul><li>Helpful Questions </li></ul><ul><li>Intense Listening </li></ul><ul><li>Action/Learning </li></ul><ul><li>Self Management </li></ul>Copyright 2008. All Rights Reserved.
  19. 19. Copyright 2008. All Rights Reserved. Elements Work Together Helpful Questions Intense Listening Action/Learning Self Management Coaching
  20. 20. Lack of Helpful Questions Copyright 2008. All Rights Reserved. Superficial Learning Intense Listening Action/Learning Self Management
  21. 21. Copyright 2008. All Rights Reserved. Lack of Intense Listening Superficial Learning Helpful Questions Action/Learning Self Management
  22. 22. Copyright 2008. All Rights Reserved. Lack of Action/ Learning Very Little Changes Helpful Questions Intense Listening Self Management
  23. 23. Copyright 2008. All Rights Reserved. Lack of Self Management Contaminates the Process Helpful Questions Intense Listening Action/Learning
  24. 24. Copyright 2008. All Rights Reserved. Elements Work Together = Results Helpful Questions Intense Listening Action/Learning Self Management Coaching
  25. 25. Helpful Questions <ul><li>Short </li></ul><ul><li>Open-ended </li></ul><ul><li>Curious </li></ul><ul><li>Powerful. </li></ul>Copyright 2008. All Rights Reserved.
  26. 26. Intense Listening <ul><li>Focused </li></ul><ul><li>Multi-level </li></ul><ul><li>Reflective </li></ul><ul><li>Revealing. </li></ul>Copyright 2008. All Rights Reserved.
  27. 27. Action/Learning <ul><li>Shift perspectives </li></ul><ul><li>Change how one is feeling </li></ul><ul><li>Compel action </li></ul><ul><li>Hold accountable. </li></ul>Copyright 2008. All Rights Reserved.
  28. 28. Self Management <ul><li>Know your role </li></ul><ul><li>Focus on you client’s agenda </li></ul><ul><li>Be courageous </li></ul><ul><li>Control your gremlin. </li></ul>Copyright 2008. All Rights Reserved.
  29. 29. Observation Form <ul><li>Self Management </li></ul><ul><li>Maintain your role </li></ul><ul><li>Focus on your client’s agenda </li></ul><ul><li>Be courageous </li></ul><ul><li>Control your gremlin </li></ul>Copyright 2008. All Rights Reserved. <ul><li>Action/Learning </li></ul><ul><li>Shift perspectives </li></ul><ul><li>Change how one is feeling </li></ul><ul><li>Compel action </li></ul><ul><li>Hold accountable </li></ul><ul><li>Intense Listening </li></ul><ul><li>Focused </li></ul><ul><li>Multi-level </li></ul><ul><li>Reflective </li></ul><ul><li>Revealing </li></ul><ul><li>Helpful Questions </li></ul><ul><li>Short </li></ul><ul><li>Open-ended </li></ul><ul><li>Curious </li></ul><ul><li>Powerful </li></ul>
  30. 30. Questions? Copyright 2008. All Rights Reserved.

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