COACHING

Reading for Coaching Exercise

GENERAL INSTRUCTIONS FOR COACHING PRACTICE

Coaching is an important aspect of leadership. It is one of the competencies for the role of
creating engagement. There will be a practice session for coaching. Though a single session
will not make you an expert in coaching, it intends to generate interest in coaching so that
you can learn professional coaching in due course.

Coaching will be conducted in pairs. In the appendix, each group member is nominated a
letter designation A or B. There will be two rounds of coaching during the practical session.
In round 1, A will be the coach, B the coachee. In round 2, B will be the coach, A will be the
coachee. In order to give better insight, there are standard forms that the coach and
coachee should fill up as given at the end of this document. You should fill this up during the
coaching.
Action by the Coachee
Coaching will be based on creating personal vision statement and following it through. If you
recollect (from the course outline), you are required to make a journal, in which persona
vision statement or PVS is the first component. Coachee should hand over his/her PVS to
the respective coach (see the para above to identify who the coach and coahee are) at least
four days prior to the coaching session. Coachee will hand over the Individual Development
Plan (IDP) also to the coach.

Action by the Coach

Coach should prepare for coaching (see the instructor note and additional material that you
can find on the net) based on the PVS. S/he should be prepared to probe the coachee so
that the coachee would gain insight. While probing the coach should preferably use the
term ‘what’ rather than ‘why’ or ‘how’.
Examples of use of what are:

 What will happen if you achieve the vision.

 What will NOT happened if you don’t achieve the vision.
 What is your feeling when you adopt this as your vision.
 What will be your feeling when you achieve the vision.
 What are the actions that you have done so far to achieve the vision
  What are the actions that you have not done which slowed your vision.
 What energizes you to achieve this vision.
 What are the strengths that you have to fulfill your PVS.
 What else could you use to fulfil it?
 What are the obstacles that you envisage?
 What are the indicator that you can use to identify that you have achieved the
vision.
 What support can you muster to achieve your vision.

It is the responsibility of the coach to ensure that s/he procures the PVS. This
is because the coachee’s non action is responsible for the group not being
able to do the work.
The coach should prepare the following:

 Coaching goals.
 How to commence the opening remarks
 How to get the coachee feel at ease and talk about everything.
 Which strength or weakness should be taken up first and the order in which it
should be continued (make a mental picture of what strength would aid making
the PVS a reality and them prepare oneself. This is crystal gazing. You will get a
clear picture only when the coachee begins the conversation.
 When to introduce the discussion on weak areas and how to handle it if it comes
up.
 Question that one should raise and the wording (specific) to make it non-
threatening and make the coachee speak.
 Contingency plan if the coachee gets defensive.
 Bring this document to the class on coaching day.
 Outline Individual Development Plan that you would discuss with the coachee

Coach should commence the discussion with confidentiality clause after the initial ice-
breaking talk. Example “Thank you for agreeing to be coached by me. This is a confidential
conversation between us and no one including the organizational appointments will have
any access to this. Moreover, I will not use the input from this for any purpose or disclose it
to anyone. So, you can feel as comfortable as possible and as open as possible to derive
maximum benefit from this coaching.
Name and Reg No.: 1……………………………………………. Date:

2…………………………………………….

Instructions: Refer to the reading above on Coaching before starting this exercise.

 Participants are required to bring the notes they have made for themselves in the previous
sessions to make this a more enriching experience
 Each individual will play the role of a Coach and Coachee (Details are provided in the
handout)
 Each role will be played for 30-45 minutes and then the switch will happen.
 Given in the table below are points that must be covered.
 In the last column are required to point out on matters such as:

1. As a Coach - Do you think you were able to help crytallize the goal; Were you able to add value to
the Coachee; What did you learn in the process of playing the role of a Coach

2. As a Coachee- Did the discussion aid in bringing more clarity to your thought process? Make note
of the same against the different points in the remark’s column.

 Once the session is completed both participants are required to fill out the form and send it
to their respective CR’s within 24 hours of completion of the exercise.
 Fill out the table in word format
 CR’s collate the same and sent it to the faculty in charge.

Note: During the session reach out to the faculty if you have any queries.

PARTICIPANT 1
Points to be Role as a Coach Role as a Coachee
discussed Reflection and Learnings Reflection and Learnings

Personal Vision
Statement

BHAG – Goal
Setting

Career Anchors

Career Portfolio
(Reflect on one
or two
artefacts)
 PARTICIPANT 2
Points to be Role as a Coach Role as a Coachee
discussed Reflection and Learnings Reflection and Learnings
Personal
Vision
Statement

BHAG – Goal
Setting

Career
Anchors

Career
Portfolio
(Reflect on
one or two
artefacts)