The Talent Factor: Coaching for Success
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Organizational excellence is dependent on the successful performance of employees. Coaching for success leverages individual strengths to meet organizational needs. Employee performance is enhanced through a research-based coaching process which includes a targeted goal, structured support, deliberate practice and focused feedback.
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The Talent Factor: Coaching for Success
- 1. The Talent Factor: Coaching for Success VASCD Conference December 1, 2011
- 2. Personal Learning Network www.kariweston.com @kariweston #vascd11 kari@kariweston.com Kari Weston, Ed.D.
- 4. Ambassador of Possibility
- 5. Dwell in Possibility When I was young, I used to wear my father's shoes & stomp around, making the world a better place for us all & today I see I'm not the only one who did that & those shoes aren't anywhere big enough for who we are now. Brian Andreas Story People
- 7. talent + coaching = success talent (n.) a capacity for achievement or success which is enhanced through purposeful practice (talent=passion + persistence) coaching (v.) the practice of supporting an individual through the process of achieving a specific result
- 8. Research Aspen Institute on Education Deloitte Gallup Hay Group McKinsey & Company Wallace Foundation
- 9. Organizational Success Human Capital Employee Engagement Leadership Capability
- 13. The Promise of Coaching While not yet proven to increase student achievement, coaching does increase the instructional capacity of schools and teachers, a know prerequisite for increasing learning.
- 14. Coaching A Strategy for Developing Instructional Capacity Improving teachers’ learning - and, in turn, their own practice and their students’ learning - requires professional development that is closely and explicitly tied to teachers’ ongoing work. Coaching does this.
- 15. Coach for Success When people: Are about to take on a new or challenging situation/task. Want or need to take on a new role or responsibility. Need to develop knowledge, skills, or confidence to better support key results and objectives
- 16. Coaching for Success Strengths versus Deficits
- 19. Targeted GOAL Key: Development Lead through Conversation Describe benefits; identify challenges & concerns Seek ideas for handling situation/task Determine level of coaching needed Keep responsibility for thinking & doing with the person
- 21. Structured SUPPORT Key: Service Lead through Questions What is needed to take responsibility for the task? Time? Training? Mentoring? More coaching? Help removing barriers? Who might provide this support?
- 22. Structured SUPPORT Key: Service Lead through Questions What is needed to take responsibility for the task? Time? Training? Mentoring? More coaching? Help removing barriers? Who might provide this support?
- 23. Deliberate PRACTICE Key: Focus Lead with Intention Before ~ Planning During ~ Action After ~ Reflection
- 24. Focused Feedback Key: Teach versus Tell Specific Reinforce appropriate actions, even if results are lacking Open-ended questions to encourage self-feedback
- 25. Developing people’s talent is the whole of the company at the end of the day. Our products all are time-perishable. The only thing that stays is the institutional learning and the development of the skills and the capabilities we have in our people.
- 26. Coach-ready? Invest time to get to know people. Understand people’s roles, goals & challenges Set clear expectations Observe people’s work closely Provide timely, candid & specific feedback Stimulate learning, growth & performance improvement by asking effective learning questions Leave people feeling supported & empowered to contribute at increasingly higher levels
- 27. #YouMatter Angela Maiers Everything is about leadership. People matter most. It’s just that simple.
- 28. The Time is NOW Make a list Schedule conversations Read, reflect, network
- 29. Personal Learning Network www.kariweston.com @kariweston kari@kariweston.com Kari Weston, Ed.D.
Editor's Notes
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- Start with Why - Simon Sinek\nhttp://www.startwithwhy.com/\n\nCreating word clouds resource\nhttp://www.tagxedo.com/\n\nReflection partner: Introduce yourself & share WHY you are here\n\n\n\n
- USDOE Blue Ribbon School Program\nhttp://www2.ed.gov/programs/nclbbrs/index.html\n\nPTA - School of Excellence\nhttp://www.nyspta.org/awards/hearstaward.cfm\n\nNewsweek\nhttp://www.thedailybeast.com/newsweek/features/2011/americas-best-high-schools.html\n\nNational Schools Boards Association\nhttp://www.nsba.org/Services/TLN/SiteVisits/2011-Spring-Site-Visits\n\nNational Title I Distinguished School\nhttp://www.nationaltitleiassociation.org/?page=DS\n\nHampton City Schools\nhttp://www.sbo.hampton.k12.va.us/\n\nVirginia Beach City Public Schools\nhttp://www.vbschools.com/\n\nNewport News Public Schools\nhttp://sbo.nn.k12.va.us/curriculum/\n\nOld Dominion University\nhttp://www.odu.edu/#future\n\nThe George Washington University\nhttp://www.gwu.edu/\n\nEdwards Educational Services\nhttp://www.edwardsedservices.com/\n\nSREB\nhttp://www.sreb.org/\n\nDDI\nhttp://www.ddiworld.com/\n\nVDOE\nhttp://www.doe.virginia.gov/support/school_improvement/index.shtml\n\n
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- Aspen Institute on Education\nhttp://www.aspeninstitute.org/policy-work/education-society\n\nDeloitte\nhttp://www.deloitte.com/view/en_US/us/index.htm\n\n\nGallup\nhttp://www.gallup.com/consulting/52/employee-engagement.aspx\n\n\nHay Group\nhttp://www.haygroup.com/ww/index.aspx\n\nMcKinsey & Company\nhttp://www.mckinsey.com/\n\nWallace Foundation\nhttp://www.wallacefoundation.org/Pages/default.aspx\n\n\n
- Research findings consistent. \n\nReflection partner: What are the implications of these 3 areas on your current role?\n
- GE\nhttp://www.ge.com/company/\n\nProctor & Gamble\nhttp://www.lean.org/Bookstore/ProductDetails.cfm?SelectedProductID=270\n\nToyota\nhttp://www.lean.org/Bookstore/ProductDetails.cfm?SelectedProductID=270\n\nWalt Disney\nhttp://www.mouseplanet.com/9606/Walt_Disney_Worlds_Eyes_and_Ears\n\nW\nhttps://www.starwoodhotels.com/whotels/index.html\n\nChick-fil-a\nhttp://www.chick-fil-a.com/Story\n\nThe Ritz Carlton\nhttp://www.strategy-business.com/article/07103?pg=all\n\n\n
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- Malcolm Gladwell “Outliers”\nhttp://bookoutlines.pbworks.com/w/page/14422682/Outliers\n\n
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- Highlight the difference between Coaching for Success versus the traditional Coaching for Improvement - note the role talent plays. \n
- When coaching, keep this in mind. \n
- Coaching for Success model\n
- When Coaching for Success you must determine the goal. \nDiscuss the role of conversations in coaching for success. The intended outcome is the development of the person being coached. \n\nPeople should leave feeling ‘smarter, more informed and ready to take action’.\n\nReflection partner: Share the last time you had a conversation with someone that made you feel that way. \n
- Importance of communication in the 21st century...this depicts the ways people connect with others today. Conversations matter more now than ever. \n
- When Coaching for Success it is imperative that you provide the kind of support that will further development. This is determined by asking questions and then taking the action necessary to further development. \n
- When Coaching for Success it is imperative that you provide the kind of support that will further development. This is determined by asking questions and then taking the action necessary to further development. \n
- When Coaching for Success people need a lot of time for purposeful practice. Reference Gladwell’s 10,000 hour research. \n\nExamples: Jerry Rice, \n
- When Coaching for Success, you must provide focused feedback. \n\nKeep in mind that all feedback is feedback and no feedback is feedback. \n\nProvide examples of open-ended questions that would encourage self-feedback\n
- We are in the people business. \n\nThe bottom line is the development of people matter. \n
- Summarize what coaches do. \n
- Angela Maiers story. \nLink to TEDx http://www.youtube.com/watch?v=7FHdHUzRnms\n\n\n
- 3 things you can do tomorrow to get started\n\nStarting now...distribute notecards. Practice gratitude activity. \n\nVideo - Validation\nhttp://www.youtube.com/watch?v=Cbk980jV7Ao\n\n\n\n
- Join my personal learning network, together we can do so much MORE!\n