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Grow model ppt


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Grow model ppt

  2. 2. How people learn: CorpU Study 10 20 70 On the job training Coaching and mentorship Formal training
  3. 3. WHAT IS COACHING?In a business context coaching means improving performance at work, by turning things people do into learning situations, in a planned way, under guidance. In short, it’s about:● Helping someone perform a skill or solve a problem better than they would otherwise have been able to● Bringing improvements at work; especially where a change in performance is required
  4. 4. Differentiation TRAINING COACHINGTraining is the way we teach people Coaching is the way we give themknowledge/hard or soft skills to know guidance of how to improve theirhow to do things performanceTraining is a process when mostly trainee Coaching is an interactive process thatget information in one-way provides guidance and encourages coaches to make productive decisions while taking personal ownership of those decisions.Training just takes place at particular Coaching is on-going and during the timepoint of time ( usually before people take people perform their taskcharge of their job )
  5. 5. A COACH’S ROLE
  6. 6. “How coaching works”• e4RU
  7. 7. GROW-model
  8. 8. • Firstly, try to understand what are the problems of coached person• Set direction/vision/goals/outcomes• Let them think by themselves how to get there• Providing them tool ( instruction/advise/experience/materials)• Let them go beyond their current level of performance• Let him implement the solutions they come up with, and if they fail the coach needs to be always there to support• Help them to have 2nd chance to correct their mistakes
  9. 9. A coach thinks & operates in a way that:• Let’s go, rather than want to be in control• Shares knowledge rather than keeps it private• Adopts an open style with others by being available• Involves people rather than keeps them at a distance• Encourages others to go beyond their current levels of abilities• Is a partnership
  10. 10. The first rule of coaching- must have a fundamental belief that people can achieve whatever they believe is achievableThe second rule of coaching - continually raise that level of belief
  11. 11. Why to build coaching culture in my LC?For Individuals:• Gain from those you know & trust• Learn at your own pace and from a one-to-one relationship• Have an input over what and how you learn• Develop the skills needed for your present as well as future jobs• Can use the experience of those who have done it before and have learnt• Will not be embarrassed if you make a blunder• Can transfer the learning to situations you are facing• Never stop learning and developing
  12. 12. Why to build coaching culture in my LC?For team• Becoming clear about the goals it has to achieve• Focusing people in the right direction• Raising the skill levels of the team members
  13. 13. Why to build coaching culture in my LC?For Organization• By developing closer relationships• Through discovering new ways of helping people from the feedback received• By seeing people grow; thus leading to organizational growth
  14. 14. Why to build coaching culture in my LC?For Coach• Bringing individuals closer together and sharing knowledge, skills and experiences, so that all parties learn• Making the most of work-related opportunities to learn from real situations• Aiding the transfer of learning to the work situation• Providing cost-effective ways of developing people• Promoting a climate of continuous learning, support and ownership• Improving the quality of work
  16. 16. What are necessary skills?• Demonstrate strong interpersonal skills, including: Building rapport Asking questions/ gaining information Giving & receiving feedback Listening Persuading, influencing and encouraging others• Observe and correctly interpret what’s happening; before, during and after• Help others learn, and continue to learn yourself• Think on your feet and tackle situations creatively• Help others paint a picture of a higher level of performance
  17. 17. What is right attitude?• Confidence in your own abilities and a knowledge of what you can’t do• A genuine affinity for people• A belief in others and a real wish to see them succeed• An ability to take second place and not seek any glory empathy, to see things from others’ points of view sensitivity, especially knowing when to step in and when to be quiet sense of humor• Patience and a willingness to make time for people
  18. 18. When to give coaching?You have an opportunity to coach whenever:- you are asked how to do something- your advice is sought by others- one of your members says that they cannot do a particular job- your opinion is asked for or a decision required- you see a job or task that could be done quicker, better or cheaper- mistakes are made.
  19. 19. COACH STRUCTURECompetency - assessing current level of performanceOutcomes - setting outcomes for learningAction - agreeing tactics and initiate actionCHecking - giving feedback and make sense of what’s been learnt