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03 05 10 Appreciative Coaching & Mentoring
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03 05 10 Appreciative Coaching & Mentoring



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  • 1. Manager Class Proposal: C.Bennett & Associates March 5, 2010
  • 2.
    • Review coaching training options
    • Introduce the Appreciative Inquiry approach
    • Explain the Appreciative Coaching model
    • Share mentoring applications of the model
    • Deliver the class proposal overview
    • Detail the class outline
    • Answer your questions
  • 3.
    • GROW Coaching Model - Goal, Reality, Obstacles, Wrap-Up
    • STEPPPA Coaching Model - Subject, Target Identification, Emotion, Perception and Choice, Plan, Pace, Adapt or Act
    • Motivational Interviewing - Use questioning to solve ambivalence/develop readiness to bring change
    • Appreciative Coaching : Guide employee through four development stages—Discovery, Dream, Design, and Destiny
  • 4.
    • The establishment of a relationship built on trust, honest communication and confidentiality.
    • The formulation of client-based, agreed upon goals and expectations.
    • A deep questioning and learning dynamic in relation to goals.
  • 5.
    • 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.
    • Founded on belief that people flourish when they focus on human ideals, achievements and best practices
    • Build performance around what works, rather than trying to fix what doesn't
    2007-Appreciative Coaching Collaborative
  • 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. 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.
    • Duration:
    • Brief pre-class reading assignment
    • Four-hour, instructor-led class
    • Performance Objectives: Managers will…
    • Practice using models in class
    • Apply models on the job
    • Use the models in future coaching & mentoring
    • Success will be measured by…
    • In-class performance
    • Follow-up calls, reports and emails
  • 9.
    • Welcome/topic introduction
    • Appreciative Coaching defined
    • Appreciative Coaching model
    • Participant coaching practice
    • Appreciative Mentoring steps and considerations
    • Mentoring practice
    • Conclusion/commitments
  • 10.
    • Written sources:
    • Appreciative Inquiry: A Positive Revolution in Change , by Cooperridge & Whitney. Berrett-Koehler . 2005
    • Appreciative Coaching: A Positive Process for Change by Orem & Binkert. Jossey-Bass. 2007
    • Strategic Collaboration and Retention of First-year Technology Students by M. Wasburn, Purdue University, 2007
    • Websites:
    • http://www.what-is-coaching.com/index.html
    • http:// appreciativecoaching.com /
    • http:// whatiscoaching.com