The document discusses driving high performance coaching. It provides definitions of coaching from experts and outlines a learning framework with four stages of competence: unconscious incompetence, conscious incompetence, conscious competence, and unconscious competence. The document then details the coaching process, which includes establishing current competence, agreeing on learning objectives, empowering the coachee, providing feedback, recapping and summarizing the session. It also includes a qualitative process for compliance, analysis, development, and ability/skill, as well as a trend analysis chart. The overall purpose is to provide guidance on how to effectively coach others to maximize their performance.

1. Driving High Performance
Coaching
By Barbara Knight

2. “The task of the leader is to get his people
from where they are to where they have not
been.”
Henry Kissinger
Driving High Performance Coaching

3. “Coaching is unlocking a person’s potential to
maximise their own performance. It is helping
them learn rather than teaching them”
(Whitmore, J, 2004)
Driving High Performance Coaching

4. Learning Framework
Conscious
Incompetence
Conscious
Competence
Unconscious
Incompetence
Unconscious
Competence
Competent
Conscious
Incompetent

5. Driving High Performance Coaching
Establish Current Competence
Explains the structure
of the coaching
process and the
‘action plan’
Prompts the coachee
to describe current
competence by
asking open-ended
questions
Ensures that the
session is
undisturbed
Agree on learning objectives
Prompts the coachee
to define his or her
own objectives
Establishes an
environment in which
the coachee is
motivated to learn
Objectives have a
standard and a
timescale
Treat the discussion
as a partnership
Empower
Gives the coachee
authority to act
Stresses that
mistakes are
acceptable
Gives encouragement
to try again
Asks about any
concerns
Remember that as a
coach you are there
to assess, develop
and enhance
behaviour
Feedback
Asks for feedback
before giving it
Gives praise and
reinforces good
behaviour first before
looking at problem
areas
Gives feedback that is
non-judgmental
Acts as a mirror
rather than a critic
Recap and
Summarise
Ask how the session
went
Clarifies the next step
and gets the coachee
to summarise agreed
upon objectives /
action plan
Agrees on the time
for the next session
and stresses that he
or she is looking
forward to the next
stage

6. Qualitative Process
Compliance
Completes
coaching
dashboard
requirements
Identifies
actual
development
area in line
with the
coaching
observations
conducted
Analysis
Enhances
performance
of the
development
area
identified
Development
Follows the
Training
Management
Methodology
Application Meets
coaching
observations
benchmark
of 95%
Ability/skill Completion
of SMART
action plan in
line with
areas of
development
Compliance
Source: © Barbara Knight: the facilitator
If you are using the source ensure source details are shown

7. Trend Analysis
Source: © Barbara Knight: the facilitator
If you are using the source ensure source details are shown
5% 5%
28%
20% 20%
5%
0%
20%
40%
60%
80%
100%
Complete
dashboard
templates
Identify actual
development
area in line
with coaching
observation
Enchance
perfomance
of
development
area
Follows
Training
Management
Methodology
Meet
coaching
benchmark
Complete
SMART
action plan in
accordance
with area of
development
Octo…

8. Thank you
Barbara Knight - the facilitator
info@ccmg.org.za / bktraining@mweb.co.za
Driving High Performance Coaching