Coaching and Mentoring models- Coaching for

High performance and Reflective Practice

Coaching for High Performance Model
Coaching for High Performance Model
PERFORMANCE is about achieving the results and building the
commitment of the people you coach.
❖ Performance is at the centre of the model because that is
what we are coaching to.
❖ A coach need to build results and commitment at the same
time and a coach does that through a relationship with the
person they coach.
❖ Coaches also know that commitment is within a person. So
a coach has to create an environment where people will
want to choose to be committed.
 Coaching for High Performance Model
▪ Coaches need to build results and commitment at the same time.
Coaches know that commitment is within the person so coaches have
to create an environment where teachers/principals will want to
choose to be committed.”
▪ We want the teachers/headteachers we coach to be committed to
achieving results. But as you work closely with people you will see that
everyone has a different level of engagement with the work/tasks.
▪ Everyone approaches each and every task with a different feeling of
commitment. What we know is that people who are committed to doing
a good job will outperform other people because they want to do a
good job. They are more productive and will generate better results.
Coaching for High Performance Model
“What” of coaching.
What do I, as a coach, have to pay attention to in order to achieve high
performance?
I have to pay attention to CLARITY. Do I have it? Do I have a clear picture
of what good performance looks like? Can I communicate to my people
in a manner that they will understand and have the same picture as I
do? If people really understand what is expected of them because they
have a clear picture, then they will be more committed to carrying it out.
Coaching for High Performance Model
COMPETENCE.
❖ People are committed to things they can do or believe they can learn
to do.
❖ People are not very engaged in things that they don’t think they will
be any good at. So, you need to ask yourself, do the people you
coach believe that they can do what you are asking of them?
❖ Competence is more than ensuring the people you coach have the
skills and knowledge. It’s also about building confidence.
Coaching for High Performance Model

RECOGNITION
❖ Finally an effective coach pays attention to RECOGNITION.
❖ People work hardest when they know that what they do matters.
Especially if it matters to their coach.
❖ It is important to take the time to acknowledge efforts and outputs.
Coaching for High Performance Model

The third circle of the model is about how you do these things.
❖ How do you create clarity,
❖ build competence and recognize people?
Coaching for High Performance Model
❖ First and foremost coaches have some EXPERTISE. Do you need to
be more expert than the person you are coaching? No.
❖ Because how you coach is through your COMMUNICATION SKILLS.
Good coaches are excellent communicators with a versatility of
styles.
❖ Sometimes they are CONSULTING which means they are asking
questions and really listening. Sometimes they are TEACHING or
MENTORING which often involves giving feedback. Sometimes they
are CONFRONTING or letting a person know they need to make a
change.
❖ These communication skills are skills that we are going to practice
more in this Teacher Mentorship Program.
Coaching for High Performance Model

❖ The last part of the coaching model has to do with coaches knowing
themselves and being able to manage themselves especially under
pressure.
❖ Mentors need to understand how they impact others. This outer ring
of the model is about SELF-AWARENESS and PHILOSOPHY. What is
going on inside you? What do you believe matters?
❖ You as a coach are a big part of the environment for the people you
are working with. When people trust you, they are more likely to trust
the activities and be committed to learning what needs to be
learned.
 Coaching for High Performance Model

Reflect a. Which parts of the Coaching Model stood out for you?

Connect a. Which of the different elements of the Coaching Model have

you missed out in your past coaching
interactions/experiences? Why do you think it was so?
b. Which of the different elements of the Coaching Model stood
out very strongly in your past coaching
interactions/experiences? Briefly share.

Apply a. Which of the different elements of the Coaching Model would

you want to learn more and why? How would you go about
learning it?
ThankYou