MODULE 3

Coaching
Session as
Learning
Opportunities

Coaching Sessions as Learning Opportunities

Learning Objectives:
1. Define what coaching is.
2. Define what coaching session is.
3. Outline and describe the key steps in the coaching cycle.
4. Differentiatemanaging into training.
5. Identify the GROW model step-by-step process.

WHAT IS COACHING?
The most powerful ways of understanding coaching is from the end. If we know
what we are intending to accomplish, we can correct ourselves as we go along
and be able to evaluate our success at the end. These products are meant to
distinguish what we mean about coaching from other interpretations. We present
coaching as more than being an accountability partner that supports someone in
reaching her goals or as a disciplinarian who changes someone’s unwanted action.
Instead we claim that coaching occurs in a bigger frame that sometimes includes
these two modalities but goes well beyond that.

The Products of Coaching

Long-Term Excellent Performance

This means that the client meets the high objective standards of the discipline in
which coaching is occurring. Standards are objective when they can be observed
by any competent person. Example, hitting a home un in baseball is an objective
standard, as is a checkmate in chess; however, we must know something about
each game to be able to observe these outcomes as favorable.
Self-Correction
Well-coached clients can observe when they are performing well and when they
are not and will make any necessary adjustments independently of the coach.
By keeping this criterion in mind, coaches can avoid the big temptation of
becoming indispensable and, instead, work to build the competence of their
client.
Self-Generation
We can always improve, and well-coached people know this and will continually
find ways on their own to do so. They’ll practice more, or they’ll watch others
perform, or they’ll learn an activity that will strengthen them in a new way that
improves their competence.
Coaching
• Coaching is training or development in which a person called a coach
supports a learner in achieving a specific personal or professional goal. The
learner is sometimes called a coaches. Occasionally, coaching may mean
an informal relationship between two people, of whom one has more
experience and expertise than the other and offers advice and guidance as
the latter learns.
• An ego-less process in which “coach-able moments’ are created to draw
out distinctions and promote shifts in thinking and behavior.
A professional discipline and skill set, which enhances performance, action,
creativity, momentum, and transformation
Coaching Session

• A Coaching Session is a process that enables people’s success,

particularly in the BPO industry.
In communicating positivity and in being non-judgmental, a coaching session
helps to improve both a team and an individual’s performance

Differentiate Coaching from Managing and Training.

Managing is the making sure people do what they know and are expected to do.
Training is teaching people to do what they do not know how to do yet.
Coaching – apart from our previous definitions, it is also helping people identify
inherent skills and capabilities and enabling them to use these to the best of their
ability.
GROW MODEL

• As a future leader in the industry, the GROW model will also help you learn
to mentor team members. The GROW model is a step-by-step process that
starts with establishing goals and concludes when the team member
declares ‘will-commitment’.
• GOAL establish a SMART goal. What is it that you really want to do?
 • REALITY check. Examine current reality relating to the identified goals.
Current realities such as resources, soft and hard skills, etc. examining also
the current situation of who, what, why, when and how. This will help
identify barriers of the achievement of a goal.

• OPTIONS exploration. Allows the leader to let you think of contingencies if

the first course of action item will not work. This will allow you to produce
multiple action items or a means to meet and even exceed your goal.
• WILL. Establish the will. Establish the will is about getting your commitment
and the achievement of the goal. Identification of hindrances and obstacles
will help you overcome it, the WILL help you overcome it.

Coaching Sessions Based on Research

• Coaching sessions are necessary because:

▫ It enables team members and employees to perform better especially
when coached positively rather than constantly being evaluated and
rated.
▫ It provides employees with a more positive outlook, inspiring
performance especially from the more reserved or reluctant.

• It promotes career self-reliance which engages employees

in continuous career development.
• It creates creativity, performance, and action across the organization.
Coaching Sessions Based on Research

• It promotes career self-reliance which engages employees in

continuous career development.
• It creates creativity, performance, and action across the organization.

Summary

As a future leader in the industry, and a recipient of this process, you are
now armed with fundamental concepts that will help you prepare to
become a good leader who values and leverages Coaching and the
opportunities it provide.
PLEASE READ: THE PRODUCT OF COACHING SCENARIO

Let me give you an example that will illustrate what I am saying and will
perhaps make this ideaclearer. I coached a man named BOB at a major oil
company in California. Bob was referred to me by my friend Nancy, who worked
as an internal human resources consultant. He was a competent and well-
regarded accountant who traveled in various sites worldwide and audited
drilling operations. But Bob had greater ambitions. He felt as if he were trapped
by his own success, that management would never let him move on because he
was doing such good work. At least that is what he told me.
As I got to know Bob better, I saw that he was missing a whole set of
competencies to move ahead in a large organization with powerful political
forces at play. Bob’s initial assumption was that by doing good work he would
get noticed and promoted. When this did not happen, he blamed management
for their shortsightedness and selfishness. This explanation left Bob powerless;
there was nothing he could do to change the thinking of his managers.
Of course, this is where a coach comes in. a coach is someone who builds a
respectful relationship with a client and then researches the situations the client
finds himself in, with particular emphasis on the client’s interpretation of the
events. When I did that, I saw that Bob would be captured in the vicious circle
of his thinking until he saw the situation in a new way, developed new
competencies, and created a new identity for himself in the organization.
I will continue to tell you the story of Bob, but for now I want to talk about the
products of coaching in terms of this scenario. For Bob to be a long-term
excellent performer, he had to be known as someone who could deal effectively
with the bigger issues facing executives in the company and not merely skillful
dealing with problems at his level. He had to know how decisions were made
and power was brokered. He needed to learn to build alliances, share concerns,
and present himself as executive material.
 To be self-correcting, Bob had to be able to alter in mid conversational mid
meeting what he was doing to bring about the outcomes he intended. He had to
learn about his own habits and how they might get him in trouble, about the
subtle communications clues he had been unaware to in his environment, and
he had to be able to keep learning without either being too harsh on himself or
too lax.
To self-generating, Bob had to have more than a list oftasks he was going to
accomplish during his coaching program. He had to locate the resources in
himself, in his relationships at work, and in the wider community that would
allow him to continuously improve. He had to develop the capacity to renew
himself, question his premises, let go of assumptions when they no longer were
helpful, and do all this while maintaining his well-being, family life, and closely
held personal values
Assessment Title Coaching
Assessment Type Enabling Numbe 1 Est. 30
r Duration minutes
Outcomes Assessed The coaching scenario

You can fill out this part yourself and see how well you did.
Total Points
20 Grade
Points Received

Instruction: Before you write your answer, read first

the scenario of BOB case, for you to have an idea what
is coaching.

1. What learnings you get from the scenario?

2. Give suggestion for Bob, on how he can

improve his competencies, and other areas to
be develop for him to be qualified for
promotion.