Coaching Workshop Slides

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Our slide deck from a recent workshop to be shared within the DPG Community

Published in: Health & Medicine, Business

Coaching Workshop Slides

  1. 1. Coaching for Performance Facilitator: Kevin Faulkner
  2. 2. • By the end of the workshop you will be able to:- – State what coaching means in a “WANO” context – Explain why this is important – Identify Knowledge, skills and attitudes appropriate for success – Describe the O.R.E.O. model. – State potential barriers to success considering the results of self-analysis – Explain when to provide feedback and an effective process in giving it – Demonstrate your coaching skills by participating in a practice coaching session with colleagues. Workshop Objectives © DPG plc
  3. 3. “We are what we repeatedly do. Excellence then, is not an act, but a habit”. Aristotle
  4. 4. Knowledge DesireSkills H “HABITS”
  5. 5. Why the Focus? • Promotes both independence and interdependence • Enhanced self esteem and self responsibility – the bedrock of creating empowerment • Substantially increases motivation and engagement • Facilitates “Discretionary effort” • Enables continuous improvement • Aligns with WANO’s principles & Values © DPG plc
  6. 6. “Unlocking a person’s potential to get the most out of their performance.” John Whitmore © DPG plc
  7. 7. “The test of an effective coach, is that when they leave, others will carry on successfully” Anon
  8. 8. “You get the best efforts, not by lighting a fire beneath them but building a fire within them” Bob Nelson
  9. 9. Group Activity What do excellent coaches do/don’t do?
  10. 10. “Coaching is a conversation, a dialogue whereby the coach & individual interact in a dynamic exchange to achieve goals enhance performance and move the individual to greater success”. Zeus & Skiffington
  11. 11. Skill Set includes:- • Using Powerful Questions • Active Listening & Observation • Giving quality feedback • Maintaining Objectivity • Recognising difference • Understanding “Self”
  12. 12. Positive Exchange Receptive Recognition Empathic Listening Encouragement Respect Collaboration Showing Interest
  13. 13. Observe Record Enquire Outline
  14. 14. PULL PUSH LISTENING TO UNDERSTAND ASKING QUESTIONS THAT RAISE AWARENESS MAKING SUGGESTIONS GIVING FEEDBACK OFFERING GUIDANCE GIVING ADVICE INSTRUCTING TELLING REFLECTING PARAPHRASING SUMMARISING The Coaching Spectrum Driving Change/Improvement Enabling Change/Improvement
  15. 15. Where Possible: “Ask, Don’t Just Tell”
  16. 16. “Give the man a fish, he’ll feed for a day. Teach him how to fish, he’ll feed for life” Anon
  17. 17. •Who •What •Where •1-10 Rating •When •How •Tell Me •“Why”
  18. 18. Active Listening • What is it? • How does this differ from hearing? • How can we demonstrate it? • What interferes with it? • What is its importance in the coaching process?
  19. 19. Feedback Colleague Centric • Self Assessment • Personal Rating • Identification of areas of strength, change/continuous improvement Observer Centric • Specific • Objective • Timely • Effect/impact • Reaction • Future
  20. 20. What do you see?
  21. 21. Emotional Intelligence Self Awareness Social Awareness Relationship Management Self Management Personal Competence Social Competence What I See What I Do
  22. 22. Personal Styles Preferences Intuition Sensing Feeling Thinking How we gather Information How we make Decisions
  23. 23. Personal Styles Preferences (Carl Jung - Psychological Types) SENSOR: Prefer facts, and data. Practical, systematic. Lives in “Here and now”, action-orientated. Rely on direct experience and realism. Can act first and think later INTUITOR: Forming concepts and relationships from experience .Searching for “why”. Ideological, visionary. Can avoid detail , easily bored. THINKER: Structured, rational, objective, logical, and analytical . Attention to detail. Can be seen as impersonal FEELER: In-tune with feelings. Empathic, sentimental, more concerned with reactions. Can find dealing with hard issues challenging
  24. 24. “Skills Practice”
  25. 25. Think about today . . . 26© DPG plc
  26. 26. • By the end of the workshop you will be able to:- – State what coaching means in a “WANO” context – Explain why this is important – Identify Knowledge, skills and attitudes appropriate for success – Describe the O.R.E.O. model. – State potential barriers to success considering the results of self-analysis – Explain when to provide feedback and an effective process in giving it – Demonstrate your coaching skills by participating in a practice coaching session with colleagues. Workshop Objectives © DPG plc
  27. 27. Thank you

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