Personal Coaching

An Overview

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 Personal Coaching
There are many good training programs available
from many excellent presenters. Yet, most training
participants do not experience personal change and
are unable to transfer most of what they are exposed
to into their workplace, job and personal lives.
Why?

Seminar, workshop and classroom based delivery

approaches do not allow enough practical
application - enough follow-up and enough time.
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 Behavioural Change due to
Training - !


Πof Training
Participants

Understand Want to Attempt Changed Changed

material apply to apply behaviours behaviours
material at work after 3 after 1 year
months
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 Behavioural Change due to
Training - !
!!

 

Change

Time
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 After Training

Participants tend to return to former or

³old´ behaviours in favor of those to
which they were exposed in training
unless follow-up practice is used to
support mastery and internalisation.

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 Some Key Training & Development
Issues Facing Organisations Today
‡ Increasing need to train and develop staff and
managers - not just functional skills, but broader
contextual skills and knowledge;
‡ Training time is at a premium - today¶s lean
organisations cannot afford to have employees
away from their job at training sessions for long
periods of time;
‡ Training & development activities must be
effective - there is not the time or money to do it
again.
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 What is Personal Coaching?

Personal Coaching is a distributed
training and development method where
individuals regularly interact with and
are accountable to a personal coach for
an extended period of time, to achieve
agreed learning outcomes.

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 Personal Coaching
‡ Personal Coaching is a process that contributes to
both the learning and performance of individuals
and organisations;
‡ Personal Coaching concerns itself with encouraging
the kind of understanding that produces not only
behaviours but also learning that leads to worthy
performance;
‡ Coaching alerts us to the shift from mere training to
learning in the workplace;
‡ Is founded on the principles of experiential learning.
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 Personal Coaching
‡ Involves private discussions between a
client and a professional coach for the
purpose of creating positive changes in
client decisions and actions;
‡ This is done in parallel to and at key stages
as the client progresses through ³Personal
Coaching´ based training and development
materials.
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 How does Personal Coaching
Work?
Participant receives materials to support Personal
Coaching based development program.
Completes pre-work and faxes to coach.

j 

 Coach contacts participant, initial orientation.





Participant works through one module of program
materials (approx. 1 week duration).

Coach telephones participant at a pre-agreed time

for telephone based coaching session.

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 The Weekly Cycle
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 Coaching - The Time Factor
‡ One of the key strengths of Personal Coaching is
time;
‡ It allows sufficient time for participants to think
about, practice and internalise what they have
learnt;
‡ Coaching Programs typically last from 8 to 14
weeks;
‡ They are supported by program materials
participants work through between coaching
sessions.
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 Benefits
‡ Has been shown to be more effective than
traditional approaches, in cases where
behavioural change is a key issue - ie.
application of new skills and knowledge;
‡ Reduces the amount of time required away
from work - much of the work can be done
outside of work hours;
‡ Is more cost effective than attending seminars
and workshops etc.
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Personal Coaching Effectiveness
ù Brigham Young University Marriot School
of Management Comparative Research
Study;
ù 300 Coaching participants surveyed;
ù Both personal development and skills based
training programs;
ù 6 to 18 months after completion.

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 Research Findings
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 What we offer
‡ Personal Coaching Programs
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‡ Personal Coaching Process/Methodology
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‡ Program Design & Development Expertise

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 Coaching Programs

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 A Personal Coaching Program
from Henley Management Group

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 A perspective on leadership ...
‡ Most leadership theories in existence today,
have not been reconciled against the
behaviour and performance of actual leaders
in the workplace;
‡ Henry Mintzberg, Fred Luthans, Kim
Cameron and David Whetten are the only
leadership researchers who have used field
based observation of leaders in action to
identify the elements of good leadership.
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 What was found ..
‡ Good leaders are good in three key skill areas:
± Management skills (ie. good leaders will also
be good managers, but the opposite in not
true);
± Self-management and personal skills;
‡ Are good at managing themselves and are
good role models;
± Interpersonal skills
‡ Deal well with others.
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 Causes and effects «..
Support
Core Skills ë Skills
Effects

‡ Self-awareness ‡ Delegation, feedback ‡ Conflict

‡ Articulate vision and control; management;
‡ Goal setting & ‡ Time management & ‡ Team building;
planning self-management ‡ Motivating and
‡ Communication ‡ Problem solving influencing
‡ Decision making ‡ Stress
management.

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Key findings and implications ...
‡ Leadership is skills based!
± That is, effective leadership behaviours result
from the application of the various leadership
skills;
‡ Skills can taught/skills can be learned:
± Leaders are made not born.
‡ Charismatic leaders without skills do more harm
than good.

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 The Effective Leadership
Personal Coaching Program
‡ Progressed over a period of 14 weeks;
‡ Is based on developing the ³core´ and
³supporting´ leadership skill areas;
‡ Provides a mix of individual exercises
and activities, work based activities,
self-discovery instruments, theory,
skills practice and coaching.
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