How do you
coach another
person?
1
Contents
1. Contact regarding idea / problem / need ...............................................................2
2. ...
2
1. Contact regarding idea / problem / need
Possibility # 1: Contact by person, who wants coaching
A person / company / l...
3
2. Agree on physical meeting place and/or media to use for
communicating
2.1. Physical meeting place
Use a place where y...
4
3. Define the purpose / goal of the meeting
Questions Answers
Why do you want to have this meeting with me?
What do you ...
5
4. Find out how ready the person is to be helped / coached
Questions Answers
How much do you want to develop yourself
pr...
6
5. Define problem / opportunity / need the person has
5.1. Based on observations
Seeing a change in a player’s habits or...
7
5.2. Based on conversations
Questions Answers
What idea / problem do you have?
What do you want to change?
What do you n...
8
6. Find out if you are the right coach / helper / consultant for the person
Questions Answers
Question # 1: Knowledge ab...
9
7. Discover the values of the person you help
Inspiration sources
http://www.slideshare.net/frankcalberg/questions-to-di...
10
8. Find out what the person does well and likes to do
Questions Answers
What do people say that you do really well?
Wha...
11
9. Find out how the person learns well
Learning methods Answers
Where do you learn well?
If at home, in which rooms?
If...
12
Learning methods Answers
To what extent do you like watching?
What do you like to watch?
Whom do you like to watch?
To ...
13
10. Define the goal to work towards
Questions Answers
Where do you think that the company / family /
team, you are a pa...
14
11. Agree on tasks that the customer does to reach the goal
Together with the customer, write down what the person does...
15
12. What can you, as a coach / helper / consultant, do to help the
person in the best way possible?
Examples
 Answer a...
16
13. Reflect on results and process
Question Answer
What did you find helpful about the coaching?
What suggestions do yo...
17
14. Agree on compensation
Questions Answers
How valuable was this coaching meeting for you?
When you should put a finan...
18
15. Agree on time and place of next meeting
Question Answers
When would you like to have the next
communication?
Where ...
Upcoming SlideShare
Loading in...5
×

How do you coach another person?

669

Published on

1. Contact regarding idea / problem / need
2. Agree on physical meeting place and/or media to use for communicating
3. Define the purpose / goal of the meeting
4. Find out how ready the person is to be helped / coached
5. Define problem / opportunity / need the person has
6. Find out if you are the right coach / helper / consultant for the person
7. Discover the values of the person you help
8. Find out what the person does well and likes to do
9. Find out how the person learns well
10. Define the goal to work towards
11. Agree on tasks that the customer does to reach the goal
12. What can you, as a coach / helper / consultant, do to help the person in the best way possible?
13. Reflect on results and process
14. Agree on compensation
15. Agree on time and place of next meeting

1 Comment
1 Like
Statistics
Notes
No Downloads
Views
Total Views
669
On Slideshare
0
From Embeds
0
Number of Embeds
7
Actions
Shares
0
Downloads
11
Comments
1
Likes
1
Embeds 0
No embeds

No notes for slide

How do you coach another person?

  1. 1. How do you coach another person?
  2. 2. 1 Contents 1. Contact regarding idea / problem / need ...............................................................2 2. Agree on physical meeting place and/or media to use for communicating ............3 2.1. Physical meeting place .....................................................................................3 2.2. Media to use for communicating .....................................................................3 3. Define the purpose / goal of the meeting ..............................................................4 4. Find out how ready the person is to be helped / coached......................................5 5. Define problem / opportunity / need the person has.............................................6 5.1. Based on observations .....................................................................................6 5.2. Based on conversations....................................................................................7 6. Find out if you are the right coach / helper / consultant for the person.................8 7. Discover the values of the person you help............................................................9 8. Find out what the person does well and likes to do .............................................10 9. Find out how the person learns well ....................................................................11 10. Define the goal to work towards........................................................................13 11. Agree on tasks that the customer does to reach the goal ..................................14 12. What can you, as a coach / helper / consultant, do to help the person in the best way possible?...........................................................................................................15 13. Reflect on results and process............................................................................16 14. Agree on compensation .....................................................................................17 15. Agree on time and place of next meeting...........................................................18
  3. 3. 2 1. Contact regarding idea / problem / need Possibility # 1: Contact by person, who wants coaching A person / company / learner / customer contacts coach / helper / consultant with a need / problem question he/she has. Possibility # 2: Contact by helper / coach / consultant The consultant communicates a problem to a person / company, which he / she has noticed that the person / company needs to get solved in order to better satisfy needs of end customers? Sources of inspiration http://www.slideshare.net/frankcalberg/customer-needs http://www.slideshare.net/frankcalberg/problem-analysis-methods
  4. 4. 3 2. Agree on physical meeting place and/or media to use for communicating 2.1. Physical meeting place Use a place where you are not distracted. Sources of inspiration https://hbr.org/2015/02/how-great-coaches-ask-listen-and-empathize https://hbr.org/2015/03/tips-for-coaching-someone-remotely http://www.slideshare.net/frankcalberg/buildings-and-culture https://www.pinterest.com/frankcalberg/indoor-work-and-living-spaces/ 2.2. Media to use for communicating Examples Skype with or without video Try using Skype with as well as without video to find out which is best for which person. Skype chat / WhatsApp / e-mail Use chat / e-mail to, for example,  send links to presentations / e-books / blog postings and/or to  ask follow-up questions. Sources of inspiration https://hbr.org/2015/03/tips-for-coaching-someone-remotely http://www.slideshare.net/frankcalberg/email-tips
  5. 5. 4 3. Define the purpose / goal of the meeting Questions Answers Why do you want to have this meeting with me? What do you want to get out of this meeting? What do you want to change? What needs to happen before you can say that this meeting was successful? What do you want to know by the end of this meeting? When a small number of leadership capabilities essential for success in a company’s business is defined, for example high-quality decision making or stronger coaching skills, the company achieves far better outcomes.1 Further inspiration sources http://www.slideshare.net/frankcalberg/tips-to-help-a-person-through-a-change 1 http://www.mckinsey.com/Insights/Leading_in_the_21st_century/Why_leadership-development_programs_fail
  6. 6. 5 4. Find out how ready the person is to be helped / coached Questions Answers How much do you want to develop yourself professionally? How interested are you in becoming more professionally competent? On a scale from 1 to 10: Arguments: How open are you about what you do and how you do things? On a scale from 1 to 10: Arguments: How much do you appreciate to get ideas / inputs / advice on what you do and how you do things? On a scale from 1 to 10: Arguments: How aware are you about who you are? On a scale from 1 to 10: Arguments: How open are you about who you are? On a scale from 1 to 10: Arguments: How much do you appreciate to get feedback about who you are as a person? On a scale from 1 to 10: Arguments: How active do you want to be regarding developing yourself? On a scale from 1 to 10: Arguments: Inspiration sources http://www.allthingsworkplace.com/2009/08/how-to-be-coachable.html http://marshallgoldsmith.blogspot.com/2010/11/spotting-uncoachables.html
  7. 7. 6 5. Define problem / opportunity / need the person has 5.1. Based on observations Seeing a change in a player’s habits or a sudden dip in his enthusiasm allowed Sir Alex Ferguson to go further with him:  Is it family problems?  Is he struggling financially?  Is he tired? What kind of mood is he in? Source https://hbr.org/2015/02/how-to-coach-according-to-5-great-sports-coaches
  8. 8. 7 5.2. Based on conversations Questions Answers What idea / problem do you have? What do you want to change? What do you need? Why is that a problem? 5 x why How did the idea / problem you have get into your head? Which events led to the problem? When did you first start thinking about this idea / problem? Where did you first start thinking about this idea / problem? Who played a role to get you started thinking about this idea / this problem?  A colleague at work?  A friend?  An author of an article? What did the people do to get your started thinking about this idea / problem? Why did you start thinking about this idea / problem? How important is this for the future of the people you care a lot about? Why? How convinced are you that you can make this idea happen / that you can solve this problem? What, in particular, makes you convinced? To what extent can you make this the major focus of your life? How? To what extent does the idea fit your values? Inspiration sources https://hbr.org/2010/03/does-your-passion-match-your-a.html http://www.youtube.com/watch?v=1bknGdA_xdw http://www.slideshare.net/frankcalberg/problem-analysis-methods
  9. 9. 8 6. Find out if you are the right coach / helper / consultant for the person Questions Answers Question # 1: Knowledge about topic To what extent do you have sufficient knowledge about the topic that the person wants you to help him / her with? Question # 2: Time To what extent do you have sufficient time to help the person? Question # 3: Value / personality fit To what extent do you feel accepted / trusted by the client? To what extent do you communicate well with the person? Inspiration sources http://www.slideshare.net/frankcalberg/personality-16100233 http://issuu.com/frankcalberg/docs/educatorroles
  10. 10. 9 7. Discover the values of the person you help Inspiration sources http://www.slideshare.net/frankcalberg/questions-to-discover-your-values http://www.slideshare.net/frankcalberg/values-43202941
  11. 11. 10 8. Find out what the person does well and likes to do Questions Answers What do people say that you do really well? What do you think that you do really well? What do you really like to do? What do you want to learn / get better at? Inspiration sources http://www.slideshare.net/frankcalberg/tips-to-increase-motivation http://www.scribd.com/doc/35963119/Tips-to-help-improve-your-self-confidence http://leadershipfreak.wordpress.com/2014/05/14/peter-druckers-9-functions-of-a-mentor/
  12. 12. 11 9. Find out how the person learns well Learning methods Answers Where do you learn well? If at home, in which rooms? If outside of home, where? Using which media do you learn well? With whom do you learn well? Alone? If with other people, with whom and how many? To what extent do you like to talk? With whom do you talk most? Whom do you like to listen to? To what extent do you like to think / reflect? When do you learn well? In the morning / afternoon / evening? Inspiration sources http://www.slideshare.net/frankcalberg/learning-strategies-11478939
  13. 13. 12 Learning methods Answers To what extent do you like watching? What do you like to watch? Whom do you like to watch? To what extent do you like reading? To what extent do you like to draw? What do you like to draw? What tools do you like to use to draw? To what extent do you like to try new things out? What do you like to try out? Where do you like to try things out? To what extent do you like writing? To whom do you write? Which tools do you use to write? Adjust your coaching style to each person’s needs. What works for one person could be detrimental to another. Figure out the best approach for each by watching people in action.2 2 https://hbr.org/2015/02/how-to-coach-according-to-5-great-sports-coaches
  14. 14. 13 10. Define the goal to work towards Questions Answers Where do you think that the company / family / team, you are a part of, going? Why? Where do other members of the particular community think it should be going? Why? Where are you going? Why? To what extent is where you are going aligned with where the company / family / team is going? How will success for you look like? When are you satisfied with the progress you have made / with what you have learned? Inspiration sources http://www.slideshare.net/frankcalberg/question-types https://youtu.be/FYhws73vm0c When you set small, visible goals, and people achieve them, they start to get it into their heads that they can succeed. They break the habit of losing and begin to get into the habit of winning.3 3 https://hbr.org/2015/02/how-to-coach-according-to-5-great-sports-coaches
  15. 15. 14 11. Agree on tasks that the customer does to reach the goal Together with the customer, write down what the person does to reach the goal. Task description Week 1 Week 2 Week 3 Task # 1 Task # 2 Task # 3 If you were the coach for yourself, what advice would you have for you?4 4 https://youtu.be/FYhws73vm0c
  16. 16. 15 12. What can you, as a coach / helper / consultant, do to help the person in the best way possible? Examples  Answer a question you have.  Help solve a problem you have.  Give you ideas / tips / inputs / advice on what to do in a certain situation.  Listen to an idea you have and help develop it into a success for you.  Give you advice about methods you can use to do what you want to do.  Design a workshop for you.  Lead / moderate a workshop for you.  Participate at a meeting, you participate in / lead, and ask questions that help meeting participants see new possibilities.  Participate at a meeting, you lead, and give you feedback after the meeting on how to make your next meeting even better.  Do research on a topic you want to know more about.  Do observations for you and give you feedback on how to create more value.  Participate in a survey you do.  Contribute with ideas / inputs / links to information on / in your blog / shared document / website.  Collaborate on work you do. Further inspiration http://www.slideshare.net/frankcalberg/listening-tips http://www.slideshare.net/frankcalberg/facilitationmoderation-of-meetings
  17. 17. 16 13. Reflect on results and process Question Answer What did you find helpful about the coaching? What suggestions do you have to improve results and/or process? Further inspiration http://www.slideshare.net/frankcalberg/feedback-tips One CEO commissioned his own 360 degree feedback exercise and published the results - good and bad - for all to see on the company intranet, along with a personal commitment to improve.5 5 http://www.mckinsey.com/Insights/Leading_in_the_21st_century/Why_leadership-development_programs_fail
  18. 18. 17 14. Agree on compensation Questions Answers How valuable was this coaching meeting for you? When you should put a financial number, for example in euro, on the value that this coaching meeting had for you, what would that number be? Who is paying for your education? Why do you and/or the company that pays for your education choose to invest in your education? Who decides which type of education you are buying? How large is your education budget / the education budget of the company that is paying for your education? How large a percentage of the money from that budget is used to pay for the services that I delivered to you today? Question # 8: When do you want to pay for the services I deliver to you? Possibility:  1/3 in advance.  1/3 in the middle of the education period.  1/3 at the end of the education period. Inspiration sources http://youtu.be/Td0QoW070U0 http://www.slideshare.net/frankcalberg/how-are-people-paid-for-what-they-do
  19. 19. 18 15. Agree on time and place of next meeting Question Answers When would you like to have the next communication? Where / using which media would you like to have the next communication? Further sources of inspiration https://hbr.org/2015/02/millennials-want-to-be-coached-at-work https://hbr.org/2015/04/when-you-have-to-coach-remotely

×