Stanford Class Presidents, Session Two, Coaching
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In January 2015 I'm doing a two-part seminar on Feedback and Coaching with the Stanford Class Presidents. This is my deck from Session Two on Coaching.
![Feedback &
Photo by Ashraful Kadir [link]
Coaching, Part 2
January 28, 2015
Ed Batista
@ the Stanford Class Presidents](https://image.slidesharecdn.com/stanford-class-presidents-session-two-coaching-slideshare-150129121303-conversion-gate01/85/stanford-class-presidents-session-two-coaching-1-320.jpg)
![Photo by Gideon Tsang [link]
Welcome back!](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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Stanford Class Presidents, Session Two, Coaching
- 1. Feedback & Photo by Ashraful Kadir [link] Coaching, Part 2 January 28, 2015 Ed Batista @ the Stanford Class Presidents
- 2. Photo by Gideon Tsang [link] Welcome back!
- 3. Photo by Alex Eflon [link] Where are we Last time: Feedback as an interpersonal skill Today: Coaching as a leadership tool going?
- 4. How will we Discussion (~45 mins) Exercises & debriefs (~1 hr 10 mins) Work in pairs get there? Photo by Chloe Fan [link]
- 5. Today’s concepts A new headline Coaching 101 Leadership roles When to coach Coaching tools Traps Photo by Lee Nachtigal [link]
- 6. A new headline Coaching is a powerful technique & an under-utilized one but it puts leaders in a new role & takes practice Photo by Garry Knight [link]
- 7. Coaching 101 Photo by Ana Karenina [link] Read More
- 8. Coaching 101 Not athletic coaching More questions, less advice More support, less direction
- 9. Leadership roles Photo by Keoni Cabral [link]
- 11. Leadership roles Expert Provides answers Domain knowledge is basis for authority
- 12. Leadership roles Expert Trainer Focused on the task at hand Shows what is to be done (& how to do it better)
- 13. Leadership roles Expert Trainer Evangelist Spreads a message Rallies others to the cause
- 15. Leadership roles Coach Offers questions Helps others discover their own answers
- 16. Leadership roles Coach Mentor Focused on others’ development Long-term growth > immediate performance
- 17. Leadership roles Coach Mentor Motivator Message-agnostic Helps others’ identify their goals
- 18. Leadership roles Increasing emphasis on post-heroic But highly contextual Coaching ≠ all-purpose technique Must fit your needs as a leader
- 19. Photo by Antony Stanley [link] When does coaching work?
- 21. When does coaching work? High-potentials Knowledge workers (They’re the experts, not you)
- 22. When does coaching work? High-potentials Knowledge workers Commitment > control (Intrinsic motivation is key)
- 23. When does Photo by Allen Sima [link] coaching not work?
- 24. When does coaching not work? Serious underperformers (Coaching ≠ a performance plan)
- 25. When does coaching not work? Serious underperformers When you have the answers (Asking leading questions ≠ coaching)
- 26. When does coaching not work? Serious underperformers When you have the answers Control > commitment (Directive leadership isn’t obsolete)
- 27. Coaching tools Photo by zzpza [link]
- 28. Coaching tools Mindset Listening skills Powerful questions Modes of inquiry
- 29. Carol Dweck Perceptions shape reality How do we perceive our abilities? How do we perceive our mistakes? Mindset Photo by Mike Disharoon [link] Read More
- 30. Talent & intelligence are inherent traits Mistakes are failures or character flaws Negative emotional response to mistakes Talent & intelligence can be developed Mistakes are learning opportunities Pay close attention to mistakes & learn more Fixed Growth Mindset Adapted from Carol Dweck [link]
- 31. A coaching mindset Photo by Andrew Yee [link]
- 32. A coaching mindset Growth mindset applied to others Emphasis on learning Support + challenge Empathy + accountability Adapted from Hunt & Weintraub [link]
- 33. Listening skills Photo by Ed Yourdon [link]
- 34. Listening skills Hearing ≠ listening How they feel > what you hear Make them feel heard
- 35. Listening skills Focused attention > time Cultivate presence Eye contact No multi-tasking Eliminate distractions
- 36. Powerful Photo by Alexander Drachman [link] questions
- 37. Powerful Getting beyond Yes or No What…? & How…? > Why…? Maximize openness & reflection Minimize defensiveness Ask once & stop questions Read More
- 38. One simple rule No Leading Questions (That’s advocacy, not coaching) Photo by OC Always [link]
- 39. Modes of inquiry Photo by Garry Knight [link]
- 40. Modes of inquiry Adapted from Edgar Schein [link] Edgar Schein “Help” doesn’t always help What’s a better way?
- 41. Modes of inquiry 1. Pure inquiry Begin with receptivity Avoid presumptive questions Adapted from Edgar Schein [link]
- 42. Modes of inquiry 1. Pure inquiry 2. Diagnostic inquiry Focus & redirect Feelings, motives, actions Adapted from Edgar Schein [link]
- 43. Modes of inquiry 1. Pure inquiry 2. Diagnostic inquiry 3. Confrontational inquiry Introduce new ideas & hypotheses Substitute the coach’s narrative Adapted from Edgar Schein [link]
- 44. Modes of inquiry 1. Pure inquiry 2. Diagnostic inquiry 3. Confrontational inquiry We tend to move too quickly Critical to check our assumptions Adapted from Edgar Schein [link]
- 45. Traps for the coaching leader Photo by Casey Fleser [link]
- 46. Traps for the coaching leader Giving advice prematurely Overpowering resistance Creating dependence Adapted from Edgar Schein [link]
- 47. To sum up Look for the right conditions Develop a coaching mindset Practice listening More (and more powerful) questions Check your assumptions Photo by Pranav Yaddanapudi [link]
- 48. Thank you! Photo by Brett Casadonte [link] www.edbatista.com