Manager Class Proposal: C.Bennett & Associates   March 5, 2010
<ul><li>Review coaching training options </li></ul><ul><li>Introduce the  Appreciative Inquiry  approach </li></ul><ul><li...
<ul><li>GROW Coaching Model - Goal, Reality, Obstacles, Wrap-Up </li></ul><ul><li>STEPPPA Coaching Model - Subject, Target...
<ul><li>The establishment of a relationship built on trust, honest communication and confidentiality. </li></ul><ul><li>Th...
<ul><li>A particular way of asking questions and envisioning the future that fosters positive relationships and builds on ...
Discovery Reflect and Celebrate  on what is working  well Dream Articulate the Potential  for improving what works well De...
Mutual Trust Relationship Copyright © 2004- Purdue University Discovery Identify the strengths the individual brings Dream...
<ul><li>Duration: </li></ul><ul><li>Brief pre-class reading assignment </li></ul><ul><li>Four-hour, instructor-led class <...
<ul><li>Welcome/topic introduction </li></ul><ul><li>Appreciative Coaching defined </li></ul><ul><li>Appreciative Coaching...
<ul><li>Written sources: </li></ul><ul><li>Appreciative Inquiry: A Positive Revolution in Change , by Cooperridge & Whitne...
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03 05 10 Appreciative Coaching &amp; Mentoring

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03 05 10 Appreciative Coaching &amp; Mentoring

  1. 1. Manager Class Proposal: C.Bennett & Associates March 5, 2010
  2. 2. <ul><li>Review coaching training options </li></ul><ul><li>Introduce the Appreciative Inquiry approach </li></ul><ul><li>Explain the Appreciative Coaching model </li></ul><ul><li>Share mentoring applications of the model </li></ul><ul><li>Deliver the class proposal overview </li></ul><ul><li>Detail the class outline </li></ul><ul><li>Answer your questions </li></ul>
  3. 3. <ul><li>GROW Coaching Model - Goal, Reality, Obstacles, Wrap-Up </li></ul><ul><li>STEPPPA Coaching Model - Subject, Target Identification, Emotion, Perception and Choice, Plan, Pace, Adapt or Act </li></ul><ul><li>Motivational Interviewing - Use questioning to solve ambivalence/develop readiness to bring change </li></ul><ul><li>Appreciative Coaching : Guide employee through four development stages—Discovery, Dream, Design, and Destiny </li></ul>
  4. 4. <ul><li>The establishment of a relationship built on trust, honest communication and confidentiality. </li></ul><ul><li>The formulation of client-based, agreed upon goals and expectations. </li></ul><ul><li>A deep questioning and learning dynamic in relation to goals. </li></ul>Whatiscoaching.com-2010
  5. 5. <ul><li>A particular way of asking questions and envisioning the future that fosters positive relationships and builds on the basic goodness in a person, a situation, or an organization. </li></ul><ul><li>Founded on belief that people flourish when they focus on human ideals, achievements and best practices </li></ul><ul><li>Build performance around what works, rather than trying to fix what doesn't </li></ul>2007-Appreciative Coaching Collaborative
  6. 6. Discovery Reflect and Celebrate on what is working well Dream Articulate the Potential for improving what works well Destiny Be and Become by implementing the improvement Design Direct Attention & Action to planning & prioritizing a behavior change The Coaching Topic Copyright © 2007 - Appreciative Coaching Collaborative, LLC Performance Improvement
  7. 7. Mutual Trust Relationship Copyright © 2004- Purdue University Discovery Identify the strengths the individual brings Dream Envision how these strengths can build the individual’s future Destiny Create a personal development action plan Design Discuss elements of a plan to leverage strengths
  8. 8. <ul><li>Duration: </li></ul><ul><li>Brief pre-class reading assignment </li></ul><ul><li>Four-hour, instructor-led class </li></ul><ul><li>Performance Objectives: Managers will… </li></ul><ul><li>Practice using models in class </li></ul><ul><li>Apply models on the job </li></ul><ul><li>Use the models in future coaching & mentoring </li></ul><ul><li>Success will be measured by… </li></ul><ul><li>In-class performance </li></ul><ul><li>Follow-up calls, reports and emails </li></ul>
  9. 9. <ul><li>Welcome/topic introduction </li></ul><ul><li>Appreciative Coaching defined </li></ul><ul><li>Appreciative Coaching model </li></ul><ul><li>Participant coaching practice </li></ul><ul><li>Appreciative Mentoring steps and considerations </li></ul><ul><li>Mentoring practice </li></ul><ul><li>Conclusion/commitments </li></ul>
  10. 10. <ul><li>Written sources: </li></ul><ul><li>Appreciative Inquiry: A Positive Revolution in Change , by Cooperridge & Whitney. Berrett-Koehler . 2005 </li></ul><ul><li>Appreciative Coaching: A Positive Process for Change by Orem & Binkert. Jossey-Bass. 2007 </li></ul><ul><li>Strategic Collaboration and Retention of First-year Technology Students by M. Wasburn, Purdue University, 2007 </li></ul><ul><li>Websites: </li></ul><ul><li>http://www.what-is-coaching.com/index.html </li></ul><ul><li>http:// appreciativecoaching.com / </li></ul><ul><li>http:// whatiscoaching.com </li></ul>

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