PLANNING: Assess what the supervisor did/prepar

Attributes

The coach has scheduled and

1 made all necessary
arrangements for the session.

2 The coach has properly planed

and prepared for the session.

The coach has adequately

3 notified the coachee for the
session and gained agreement
for the recording.
SETTING THE SCENE

The coach started the session by

creating a positive and safe
4 environment with the coachee,
before getting to business.

5 The coach laid the foundation

for the Coaching to be given

DURING THE SESSION: Assess the coaching methodologies us

6 Encourage discussion (active
coachee participation)

Let the coachee suggest

7 improvement priorities

Demonstrated active listening

(Listen not just to the words but
understand the context and
8 emotion/meaning to the
context. Understand between
the words / silence of the
coachee.)

9 Questioning
10 Explore solutions

11 Apply & develop effectively

Be authentic & emotionally

12 aware

13 Can handle difficult situations

TAKEAWAY
14 Clear and understood conclusion

Agreement / commitment /
15 sentiment
NNING: Assess what the supervisor did/prepared to organize the coaching.
Drivers

- availability of a clear plan when people will be coached

- ensured availability of location,
- ensured availability supporting material (hardware/software/network/files/
- ensured sufficient time needed for the sessions

- the coaching session /or the recording has been reviewed

- performance trends have been reviewed
- has identified key points
- develops the strategy

provided the coachee with a timely notification/invitation

- Coaching session is not base on one recording or transaction
- Gained agreement for coaching session

SETTING THE SCENE

- spent some time for personal interaction (ice-breaking)

- connected emotionally before starting the session

- communicated the objective of the session and checked agent understandi

ESSION: Assess the coaching methodologies used by the supervisor during the sessio
 -Encourage the coachee to provide his Coaching, concerns, objections.
-Maintain a neutral approach while deep-diving into the coachee's Coaching.
-Highlight positive behaviors/good practices of the coachee, encouraging / re
such behaviour (regardless of KPI results / performance). These behaviors sho
marked as "strengths" in the AOF form.
- Have a positive attitude; generate enthusiasm & a feeling of trust, build coa
confidence
- Consider the body language, face expression & morphology

-Don't bring predefined solutions/perceptions.

-Give questions, not answers.
-Explore which area(s) the coachee wants to focus on and why. Gain agreeme
priorities.
- He invites the coachee to analyze his/her own reality

-Filter information that is relevant, without being dismissive.

-Drill down / clarify.
-Make positive statements, encouraging the coachee to develop his thought.
-Acknowledge and rephrase / confirm understanding.
-Body language, face expressions & morphology.
-Allow for moments of silence to leave space for reflection / emotion.

-Questions should serve further exploration / discussion but do not lead the
throughout all phases of the session.
-Rich and varied type of questions, including open questions.
-Give questions, not answers.
-State facts / observations and invite the coachee to express himself.
-Do not interrupt.
 - Identify the more suitable solution, in collaboration with the coach.
- Identify resources
- The coachee is encouraged to provide their own solutions, the coach sets th
expectations based on: (I) the available resources and timeframes, (ii) the coa
personality/skills
- Define the next steps (additional coaching sessions, materials, tools, milesto

- Adhere to the previously agreed steps / solutions (continuity)

- Keep evaluating if the method / coaching tools / techniques are suitable for
& effective
- Adjust the solution based on the effectiveness (performance trends, coache
shift in situation, etc)

-Maintain your everyday behaviour, do not "transform" to a stranger.

However:
I)Be considerate of the coachee's personality.
ii)Remain professional.
iii) stay "sync'ed": look for signs from the coachee (meta-communication; fac
expressions, volume/tone of voice/posture)
In which case the coach adjusts himself accordingly
iv) Does not show bias or judgmental attitudes

The Coach has a professional attitude and maintains composure and an open
when faced with difficult situation. E.g.:
I) Frustrated employee
ii) Not motivated coachee
iii) Participant not wanting to engage with the coaching session

TAKEAWAY
 - Employee SMART objectives
- Consider coachee's reservations / objections
- Summarize points (opportunities, strengths, expectations, milestones) and t
plan.
- Check understanding of coachee (ask to repeat / rephrase)

- Coach gains agreement from the coache, the coachee agrees with the objec
- The coach took the coachee sentiment into consideration when identifying
opportunities/strengths/objectives/timelines and addressed them.