Management Development for Executives

(ILM Endorsed)
August 2017 USA

Day 8 -am

Maria Older BA

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Day 8 and 9 Agenda
Understand that coaching is an integral part of any
Managers 'role

Learn how to use a number of coaching approaches

Identify the core skills and qualities an effective coach

must have

Learn the practical application of few specific tools used to

deliver effective coaching to improve performance

Examine the criteria of choosing a particular coaching style

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What is Coaching?

How would you define it?

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Coaching is….

The art of facilitating the unlashing of people’s

potential to reach meaningful, important
objectives.

It takes the person from where they are and

helps them move forward, to where they want
to be.

It is goal orientated and solution focused to

solve problems in the here and now

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What coaching is not….
Mentoring :
Giving advice and expertise. Talking about own personal
experience and offer support with applied wisdom to
achieve long term career goals and plans’

Training:
Imparting of knowledge and skills cantered on a curriculum
that trainees need to try to apply in their situation

Counselling:
It is a process of supporting individual through emotional
challenges or trauma

Consulting:
It focuses on prescribed solutions
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The Coaching Marketplace

Who decides the

standards?

USA EU South Africa

International European Coaches and

Coaching Mentoring and Mentors of
Federation Coaching Council South Africa

ICF EMCC COMENSA

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Ladder of Confidence & Competence

Unconscious Competence- Mentoring

Conscious Competence- Coaching

Conscious Incompetence - Training

Unconscious Incompetence - Induction

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Coaching Benefits

Enhance Personal
performance, growth and
effectiveness & development
efficiency

Develop
competence

Fulfilment
Greater flexibility Achievement
and adaptability Motivation
to change Enjoyment

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Type of Coaching

Performance to enhance individual performance

Skills ‘just in time’ specific skills development

Career developing clarity for the future

Life looking at individual agenda to facilitate change in personal life

Business development in an organisational context

Executive one to one development at the very top level of organisations

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What is Coaching for Performance ?

Performance
‘
coaching
is a process which enables people to
work out
what it is they want to achieve and
then to act on the solutions
identified through coaching
which are the most appropriate
for them personally.

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Structure of Coaching

Identify the
opportunity

Monitor and Establish the

review progress climate and
and adopt a helpful
Confirm new attitude
learning

Personal
Development
Use of
appropriate
skills and
Agree an Action
attitude
Plan
Set objectives
for learning and
development

Source: Connor, M Pokora, J (2012) Coaching and Mentoring at Work

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The Coaching Marketplace

What is the best coaching technique?

GROW FISH

Instant
Ubuntu payoff

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Fish model for coaching ‘on- the- job’

F Focus on specific
‘ area

I Identify the cause

S Solve it

H How to do it next time

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Coaching GROW MODEL

Goal

Will/way Reality
forward

Options

Source: Sir John Whitmore, A Fine, G Alexander

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 Coaching
GROW MODEL: GOAL
• Agree topic for discussion
• Agree specific objective of
session
• Set long term aim if
appropriate
Questions
• What do you want to
achieve?
• What is important to you
right now?
• What areas do you want to
work on?
• Describe your perfect result
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Coaching
GROW MODEL: REALITY
• What is happening now-
Invite self assessment
• Offer specific examples
• Avoid or check
assumptions
• Discard irrelevant history
Questions
• What are you assuming
that is stopping you from
achieving this goal?
• What have you tried so far?
• What’s your sense of the
obstacles for you?
• Is the goal still realistic?
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Coaching

GROW MODEL: OPTIONS Questions

• Explore what can be done- • Would you like to list
cover the full range of
options and obstacles suggestions?

• Invite suggestions • Should we concentrate on

• Offer suggestions carefully skills or building confidence?

• If you could do anything, what
• Ensure choices are made
might you do?

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Coaching
GROW MODEL: WILL
• Wrap up and commit to
action
• Identify possible obstacles
• Make steps specific and
define training
• Agree support
• Agree when to meet again
Questions
• Do we need to concentrate on
training? What do you need?
• How will you know you have
been successful?
• When are you going to start?
• What is the next step?
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Thank you/
19
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2017