Live Coaching Process


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Process of Coaching through psycohdramatic tools- roleplaying to improve competencies at work

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Live Coaching Process

  1. 1. “ Life Coaching: A Proposal to Improve Management Competencies ”
  2. 2. <ul><li>OBJECTIVES: </li></ul><ul><li>This program intends to focus on the improvement of some management competencies. </li></ul><ul><li>What is a competency? It is an individual attribute (knowledge, skill or attitude) transformed into behavior and, therefore, observable and measurable, that enables appropriate or superior performance in a given work activity. (David McLelland – Behavioral Psychology) </li></ul>
  3. 3. <ul><li>Management competencies are those competencies associated with the roles performed on the job, based on the different positions (e.g. Manager, Analyst). </li></ul><ul><li>We believe that the improvement of management competencies will have a positive impact on the professional performance of each member. </li></ul><ul><li>In this way, the coachee shares with the coach an opportunity for improvement reached through consensus. </li></ul>
  4. 4. <ul><li>Why work for the improvement of management competencies? According to the behavioral theory, management competencies are those that have a high impact on performance and are subject to be changed (particularly when they are re-experienced in the framework of coaching). </li></ul><ul><li>How? It is known that competencies are defined by observable behaviors, and may be re-learnt (expand the domain of action). </li></ul>
  5. 5. <ul><li>Illustrations on the observable behaviors of competencies: </li></ul><ul><li>“ Flexibility”: Ability to adjust our own behavior to different situations and parties, which through mutual interaction may generate a superior result . </li></ul>
  6. 6. <ul><li>What are the observable behaviors that correspond to this competency? </li></ul><ul><ul><ul><li>Acceptance of other people’s point of view. </li></ul></ul></ul><ul><ul><ul><li>Acknowledgement of one’s own mistakes and recognition of the validity of other people’s point of view. </li></ul></ul></ul><ul><ul><ul><li>Not being rigid. </li></ul></ul></ul><ul><ul><ul><li>Adjustment of actions to each situation or to other people’s reactions. </li></ul></ul></ul><ul><ul><ul><li>Implementation of immediate changes. </li></ul></ul></ul><ul><li>On defining the observable behaviors to be improved, the focus is placed on experiencing behaviors that have proved unsuccessful. </li></ul>
  7. 7. <ul><li>Each member can choose (based on his/her self-criticism and with the coach’s assistance) two or three competencies that have a high impact on his/her working performance and work on their improvement. </li></ul>
  8. 8. <ul><li>How to life coach? </li></ul><ul><li>Once the coachee has stated which competencies he/she will deal with, observable behaviors are broken down (to the maximum level of detail possible for all observable behaviors in each competency). </li></ul><ul><li>Then, the first coaching session identifies (in relation to the competency to be improved) where the coachee stands today, and where he/she WISHES to be in the future. </li></ul><ul><li>This is referred to as the GAP to be addressed. </li></ul>
  9. 9. <ul><li>How to address the identified gap? </li></ul><ul><li>Once the gap has been identified, psychodrama techniques (acting out/ experience) are proposed. </li></ul><ul><li>What are psychodrama techniques? Why use them? They are used to create a change of behavior. It is necessary to make the coachee Act Out his/her behavior. </li></ul>
  10. 10. <ul><li>What does “to act out” mean? The coachee is invited to play any working incident/issue where the unsuccessful observable behavior is apparent. </li></ul><ul><li>This involves looking for a scene of work life in which the coachee considers he/she has not behaved in a desirable manner (repetitive behaviors). </li></ul><ul><li>Acting out means re-experiencing this (ill- adjusted) behavior of the past in order to be able to change it in this process of dramatizing. </li></ul>
  11. 11. <ul><li>Starting the coaching process.... </li></ul><ul><li>“ Four steps of life coaching” </li></ul><ul><ul><ul><li>The coachee states the competency to be improved. </li></ul></ul></ul><ul><ul><ul><li>It is “lowered” to the observable behavior (facts – attitudes). </li></ul></ul></ul><ul><ul><ul><li>This behavior is linked/associated with an unsuccessful work incident of the past (work scene - experience). </li></ul></ul></ul><ul><ul><ul><li>The unsuccessful behavior is re-learnt into a better adjusted behavior. </li></ul></ul></ul>
  12. 12. <ul><li>How to improve, modify the behavior? </li></ul><ul><li>The coachee is invited to “act out” the situation, i.e. to address this critical incident by playing it. </li></ul><ul><li>Then the coach introduces psychodrama techniques that help develop the action, modifying it. </li></ul>
  13. 13. <ul><li>Why act it out? </li></ul><ul><li>To the extent the coachee re-experiences the scene, not only through words but also with his/her body, it is possible to observe other dimensions of behavior: emotions, corporality (body language), etc. </li></ul><ul><li>What are psychodrama techniques like? </li></ul><ul><li>Psychodrama techniques allow focusing on the behavior shown by the coachee in his/her unsuccessful incident. </li></ul>
  14. 14. <ul><li>What are they? </li></ul><ul><li>Simple dramatization : It consists of playing the work incident. </li></ul><ul><li>Soliloquy : It consists of expressing in the present and first person the coachee’s thoughts and feelings when playing. </li></ul><ul><li>Role Reversal : The coachee and the coach exchange roles and play the other character in the dramatization (boss – peer, etc.). </li></ul><ul><li>Doubling : In this case, the coach says what he/she believes or feels the coachee cannot express. </li></ul>
  15. 15. <ul><li>How is it possible to re-learn a behavior? </li></ul><ul><li>In this rich dramatization process played by the coachee, the coach guides him/her to the fourth part of this work called “behavior re-learning”. </li></ul>
  16. 16. <ul><li>Once the unsuccessful behavior/s and the competency to be improved have been identified, during the psychodramatization process and through the appropriate techniques, the coachee is invited to look for alternative, different answers to the stimulus he/she has received. </li></ul><ul><li>In this way, by “acting out” different possibilities, the coachee can modify (re-learn) his/her behavior, first in the “as if” situation of dramatization and then, once the new behavior has been internalized, the coachee can have it built into his/her repertoire of behaviors. </li></ul>
  17. 17. <ul><li>Improvement Plan : Once the behaviors to be modified have been identified and acted out, and after they have been re-learnt in the framework of dramatization, the coachee will, in conjunction with the coach, name 3 or 4 specific actions that will help him/her improve the competency. </li></ul><ul><li>E.g.: “hold regular conversations with” ... “exercise certain behaviors each time that” ... “ask for feedback on my performance from” … “each time such thing happens I will put this or that tool in action” … etc. (training request, etc.) </li></ul>
  18. 18. <ul><li>Once the improvement plan has been designed, an agreement is reached with the coach to hold regular meetings in order to follow up the coachee. Such regular meetings will also deepen the level of self-perception and will enhance the ability to act (learning). </li></ul>
  19. 19. <ul><li>Meeting Frequency: </li></ul><ul><li>It is suggested to work once a week in one and a half hour sessions. </li></ul><ul><li>The minimum number of sessions suggested is four per coachee, so as to address at least one competency. </li></ul><ul><li>Why four sessions? In the first two sessions, the right context is developed for the coachee and the coach to feel comfortable; then, in the other two sessions, work is focused on the competency, using an experience-based approach. </li></ul>
  20. 20. LIC. DANIELA QUAINTENNE DESARROLLO LABORAL : Se desempeñó durante 10 años en RRHH de Telecom Argentina en las áreas de Capacitación, Empleos , Desarrollo, Coaching grupal e individual y cambio cultural. Terapeuta. D ATOS : Cel: 54911-4050-1932. E- mail [email_address]