Leadership Coaching & Mentoring

AZAMI IBRAHIM INSTITUT AMINUDDIN BAKI GENTING HIGHLANDS

© Institut Aminuddin Baki, Ministry of Education, Malaysia

© Institut Aminuddin Baki, Ministry of Education, Malaysia

© Institut Aminuddin Baki, Ministry of Education, Malaysia

© Institut Aminuddin Baki, Ministry of Education, Malaysia

IN MY SCHOOL.. WHAT·S THE ISSUE ? WHAT·S THE REAL ISSUE ? HOW TO SOLVE THE ISSUE ?

© Institut Aminuddin Baki, Ministry of Education, Malaysia

ISSUES IN MY SCHOOL.. `THE BIG `WHY· THE small `why· ? MAIN CONCERNS ?

© Institut Aminuddin Baki, Ministry of Education, Malaysia

The Strategy«

Define the issues / concerns Measure ² how serious A nalyse Improve C ontrol
Discuss, Decide / agree, Draw action plan Coordinate, Monitor, CSS Report
© Institut Aminuddin Baki, Ministry of Education, Malaysia

SWOT, cause & effect, Gap Analysis, Ishikawa etc

GROW Model
Agree the goal for the session What is happening now ?

GOAL

REALITY

WRAP UP
Making it happen!!

OPTIONS
What can be done about this ?

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Effective Leadership
Leaders take their staff from where they are to where they·ve never been before
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Roles of Leaders
COACH
MANAGER ADVISOR FRIEND STRATEGIST MONITOR EXPERT PROBLEM-SOLVER LINKER RISK-TAKER MODEL PLANNER GUIDE CONTROLLER

MENTOR

LEADERS

TEAM-WORKER MOTIVATOR PHILOSOPHER JUDGE TRAINER

COMMUNICATOR COUNSELOR DELEGATOR HUMAN DEVELOPER LEARNER

TEACHER SUPERMAN & SUPERWOMAN? SUPPORTER PROFESSIONAL CULTURE-BUILDER TEAM-BUILDER
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EXPERT LISTERNER

Benjamin Franklin
Benjamin Franklin once said, ´There are two ways to acquire wisdom; you can either buy it or borrow it. By buying it, you pay full price in terms of time and cost to learn the lessons you need to learn. By borrowing it, you go to those men and women who have already paid the price to learn the lessons and get their wisdom from them.µ

© Institut Aminuddin Baki, Ministry of Education, Malaysia

Andrew Carnegie
"Men are developed the same way that gold is mined. When gold is mined, several tons of dirt must be moved to get an ounce of gold; but one doesn't go into the mine looking for dirt - one goes in looking for the gold."
© Institut Aminuddin Baki, Ministry of Education, Malaysia

Remember Tiger Wood?
Coaching is like having a personal trainer for your life.
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Roles of Leaders
mentoring

leader

coaching

counseling

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Who
mentor
An individual with advanced experience and knowledge who is committed to giving support and career/job advice to a less Experienced person

coach

A coach helps workers grow and improve their job performance

A person engaging in a supporting process counselor to define and correct personal problems or skills that affect performance
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What
mentor
Best approach for above average performers, those who are excelling.

coach

An excellent activity for people who are performing OKAY. It helps workers grow and improve their job performance by providing suggestions and encouragement.

An appropriate choice for those who are counselor performing below average.
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Active listening?
Would you mind if I make a few calls while I carefully listen to your ideas?

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A Structured Interview - a comprehensive assessment for executive coaching Leadership profile: self-awareness, interpersonal skills, thinking skills A personality profile A self-assessment profile for the coach

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SELFSELF-ASSESSMENT
‡ Take a few minutes to reflect about yourself, and complete the SWOT analysis framework below. ‡ As a COACH, use Active Listening to help your partner to reflect on his/her practice.

Strengths ‡ ‡ ‡ Opportunities ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡

Weaknesses

Threats

Group Activity
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SELFSELF-ASSESSMENT
1. One of ways I have felt most challenged in my job is« 2. One aspect of my job I have felt least inclined to perform is... 3. If given the chance, I believe I can exceed my job requirements by« 4. One of the ongoing frustrations of my job is« 5. My professional goal is to« Group
Activity
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What can go wrong«
‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ Commitment Time Regularity of contact Lack of skills School or district culture Expectation of others Movement of staffs Sickness Not enough support staffs Not getting started

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Summary
1. 2. 3. 4. Leader establishes an area of focus. Coach observes the leader in action. Coach takes careful, descriptive notes. Coach and leader take 5 to 10 minutes apart to prepare notes on the observation, setting these down according to: a) Strengths ² what worked well; progress made towards goals. b) Development ² what could have been done better; what were missed opportunities. 5. The pair again meet up.
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Summary
6. Coach describes what he or she observed, and the leader actively listens, without interruption. 7. Leader self-evaluates, giving his or her selfreflection on strengths and development. 8. The pair open up the session for reflective dialogue, involving questioning, discussion, and putting forward ideas. 9. Coach and leader review existing goals, set new ones, and plan out the actions needed to achieve them.
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References
1. Holliday, M. (2005). Coaching, Mentoring and Managing. 2nd. Ed. Advantage Quest Publications. Petaling Jaya, Malaysia. Landsberg, M. (2003). The Tao of Coaching. Profile Books Ltd. London. Robertson, J. (2005). Coaching Leadership. Building Educational Leadership Capacity through Coaching Partnerships. NZCER Press. Wellington. Robertson, J. (2005, Sept.). Coaching and Mentoring Course Handout: Leaders Coaching Leaders through Professional Partnerships. 4th. Ed.
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2. 3.

4.