Congruent Coaching: An Exploration

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We have opportunities to coach people all the time. Much of what we see as coaching is actually undercover training. Real coaching is richer—offering support while explaining options. In this …

We have opportunities to coach people all the time. Much of what we see as coaching is actually undercover training. Real coaching is richer—offering support while explaining options. In this interactive session, Johanna Rothman invites you to explore how to coach, regardless of your position in the organization. Teaching is just one option for coaching. You have many other options, depending on your coaching stance. You may select a counselor’s stance if you are managing up or a partner’s stance if you are a peer. You might even select a reflective observer’s stance or a technical advisor’s stance, depending on the situation. We will explore what to do when you see opportunities for coaching but you haven’t been asked to coach. Bring your coaching concerns, whether you are coaching onsite, or coaching at a distance, coaching one-on-one, or coaching teams. Let’s learn and build our coaching skills together.

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  • 1. MR PM Half day Tutorial 11/11/2013 1:00 PM "Congruent Coaching: An Exploration" Presented by: Johanna Rothman Rothman Consulting Group, Inc. Brought to you by: 340 Corporate Way, Suite 300, Orange Park, FL 32073 888 268 8770 904 278 0524
  • 2. Johanna Rothman Rothman Consulting Group, Inc. Known as the “Pragmatic Manager,”Johanna Rothman helps organizational leaders identify problems and risks in their product development and recognize potential “gotchas,” seize opportunities, and remove impediments. Johanna is the technical editor and is author of Manage Your Job Search, Hiring Geeks That Fit, Manage Your Project Portfolio: Increase Your Capacity and Finish More Projects, the 2008 Jolt Productivity award-winning Manage It! Your Guide to Modern, Pragmatic Project Management, and Behind Closed Doors: Secrets of Great Management. She is currently writing a book about agile program management. In addition, Johanna writes columns for and, and blogs on,
  • 3. Congruent Coaching: An Exploration Johanna Rothman @johannarothman 781-641-4046 Why Are You Here? What are your objectives today? Everyone: write three cards about a situation where you would like some coaching, one to a card. Keep those cards for later. 2 © 2013 Johanna Rothman
  • 4. Let’s Do a Little Practice Pair up into coach/coachee Send me your coach I’ll give you a project You’ll practice some coaching We’ll debrief together 3 © 2013 Johanna Rothman What is Coaching vs. Others? Coaching: Offering options with support Feedback: Information given in the present about an event in the (recent) past with the hope of influencing the future Mentoring: professional developmental partnership through which one person shares knowledge, skills, information and perspective to foster the personal and professional growth of someone else. Teaching: instruction. Formal guidance in studies. 4 © 2013 Johanna Rothman
  • 5. Feedback “Recipe” From BCD Create an opening to deliver feedback. Describe the behavior or result in a way the person can hear. State the impact using “I” language. Make a request for changed behavior. 5 © 2013 Johanna Rothman Coaching Checklist Could this person be more effective if he or she made some changes? Is the coaching about the work or behaviors related to the job? Does the person want to work on this? Does the person want your help? 6 © 2013 Johanna Rothman
  • 6. How to Coach Ask questions Generate options with support Help person see results of each option Develop SMART goals Decide when to check in again 7 © 2013 Johanna Rothman Ask Questions Help people see the real problem Ask questions Ask the person to collect data Ask the coachee to ask questions of themselves What else can you do/have you done? 8 © 2013 Johanna Rothman
  • 7. Generate Options With Support Use the Rule of Three Consider using “Steps” instead of options Use alternatives other than teaching When possible, do not lead the coachee to your answer Active listening skills count 9 © 2013 Johanna Rothman Evaluate Results/Consequences of Options/Alternatives Help people see the potential results of their options Help people see the potential consequences of their next steps Language matters! What else can you say? What other tools can you use? 10 © 2013 Johanna Rothman
  • 8. SMART Goals Specific, Measurable, Actionable, Relevant, Timely/ Timebound 11 © 2013 Johanna Rothman Action Plans Action Who When Starts with a verb Real name of a human being Date in this millenium 12 © 2013 Johanna Rothman
  • 9. Speed Coaching Organize yourselves into triads: Coach, coachee, observer You will each have the opportunity to take one of the positions. Coachee, take one of your cards. Coach, start coaching. Observer, you will provide feedback at the end of the time. I will timebox you. After everyone has a chance, we will debrief together. 13 © 2013 Johanna Rothman What’s Your Preferred Coaching Role? 14 © 2013 Johanna Rothman
  • 10. Explore Coaching Stances 15 © 2013 Johanna Rothman Do You Ever Inflict Help? In your triads, Did you find yourself inflicting help? Did you want to inflict help? Brainstorm all the ways you inflict help We’ll debrief together 16 © 2013 Johanna Rothman
  • 11. How Do We Not Inflict Help? In your teams Brainstorm ways to prevent yourselves from inflicting help We’ll debrief together 17 © 2013 Johanna Rothman References Champion, Douglas, David Kiel, and Jean McLendon. Advisor’s Roles- Choosing a Consulting Role: Principles and Dynamics of Matching Role to Situation. Originally published in Training and Development Journal February 1990 Bolton, Robert. People Skills: How to Assert Yourself, Listen to Others, and Resolve Conflicts. Simon & Schuster, 1979. Rothman, Johanna and Esther Derby. Behind Closed Doors: Secrets of Great Management. Pragmatic Bookshelf. 2005. 18 © 2013 Johanna Rothman
  • 12. Stay in Touch? Pragmatic Manager: pragmaticmanager Please link with me on LinkedIn 19 © 2013 Johanna Rothman