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03 05 10 Appreciative Coaching & Mentoring

03 05 10 Appreciative Coaching & Mentoring






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    03 05 10 Appreciative Coaching & Mentoring 03 05 10 Appreciative Coaching & Mentoring Presentation Transcript

    • Manager Class Proposal: C.Bennett & Associates March 5, 2010
      • 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
      • 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
      • 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.
      • 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
    • 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
    • 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
      • 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
      • Welcome/topic introduction
      • Appreciative Coaching defined
      • Appreciative Coaching model
      • Participant coaching practice
      • Appreciative Mentoring steps and considerations
      • Mentoring practice
      • Conclusion/commitments
      • 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