• To tutor, train, gives hint to, prime with facts • Concerned with the type of relationship between the coach and the coachee and the means and style of communication used • Coaching is unlocking a person’s potential to maximize their own performance • It is helping them to learn rather than teaching them

• Has its origins in the concept of apprenticeship, when an older, more experienced individual passed down his knowledge of how the task was done and how to operate in the commercial world

• Directly concerned with the immediate improvement of performance and development of skills by a form of tutoring or instruction • Mentoring is always one step removed and is concerned with the longer-term acquisition of skills in a developing career by a form of advising and counselling

The Manager as a Coach
• Demand highest qualities of that manager • Empathy, integrity and detachment and willingness

The Communication Continuum
• Boss Centred or Performer Centred • Telling – brought up on telling and we are very good at it • Selling – boss lays good idea and attempts to convince us how great it is • Sharing – resources genuinely pooled and good boss willing to follow a path other than his own option, provided it is going in the right direction • Empowering-facilitating another to follow a path entirely chosen by themselves

Role of The Manager
• Devote time to growing people, staff devt • Coaching is both the tool and essence of company culture change • A transformed organization is one in which getting the job done and growing people given approximately equal weight • Told, Told and Shown, Told, Shown and Experienced

Why Change?

• Survive • Grow • Excel

- Aware means conscious, not ignorant, having knowledge - Aware implies having knowledge or something through alertness in observing or in interpreting what one sees, hears, feels, etc - Gathering and the clear perception of the relevant facts and information and the ability to determine what is relevant

- Include understanding of systems, of dynamics of relationship between things and people and some understanding of psychology

Awareness Leads to Skills
- Awareness is knowing what is happening around you - Self-awareness is knowing what you are experiencing

Awareness and Responsibilities

- The best way to develop and maintain the ideal state of mind for performance is to build awareness and responsibility continuously throughout the daily practice and the skill acquisition process - A shift from instruction to real coaching

How to Raise Awarenessand Responsibility
Watch the Ball Ask, Don’t Tell The Function of Questions Interrogative Words Focus on Detail Areas of Interest Blind Sports Open Question

The Role of The Coach
- The coach is not a problem solver, a teacher an advisor, an instructor or even an expert - He or she is a sounding board, a facilitator, a counsellor, an awareness raiser

Qualities of A Coach
Patience Detache Sypportive Interested Ood Listener Perceptive Aware Attentive Attentive Self-Aware

Qualities of a Coach (etd)
Retentive Technical Expertise Knowledge Experience Credibility Authoritative

Aspect of Coaching
Leading questions Fellow coachee’s interest Be attention to answers Tone of voice Body language Reflecting back Self awarences

Fundamentals of Coaching
- Goal setting for the session as well as short and long term - Reality checking to explore the current situation - Options and alternative strategies or courses of action - What is to be done, WHEN, by WHOM and the WILL to do it

Goal Setting
Goal for Session Goal for the Issues Ownership of Goals Whose Goal

Qualities of a Good Goal (SMART)
Specific Measurable Attainable Realistic Time Bound

- Having defined various goals, we need to clarify the current situation - To approach reality, potential distortions of both coach and the coachee must be by passed - Description not judgement (descriptive terminology rather than evaluation terminology

- Follow the coachee and at the same time monitoring how related to the subject to the whole - Use the senses for self awareness - Tap the emotions - Assess the attitudes - Limit the depth

- The purpose of the options stage is not to find the ‘right’ answer but to create and list as many alternative courses of action as possible

Will Questions
What are you going to do? When are you going to do it? Will this action meet your goal? What obstacles might you meet along the way? - Who needs to know? - What support do you need?

- How and when are you going to get the support? - What other considerations do you have? - Rate on a one-to-ten scale the degree of certainty you hafe that you will carry out the actions agreed

Barriers to Coaching (External)
- The company culture is against this kind of approach - People are cynical of any new approach - They won’t understand what I’m doing and won’t trust me - They’ll know I’ve been on a course and give me a few weeks to get back to ‘normal’

- They’ll think it’s just a new management gimmick - It takes too long – I rarely would have the time to coach

External - ctd
- They expect to be told - They want to be told – they don’t wont responsibility - They’ll think I’ve gone nuts - I’ll lose my outhority - I’m an expert and they respect and expect my knowledgeable input - I already use a coaching style – I don’t need to change anything

Internal Barriers
- It’s nothing new – I’ve done if for years - I’m afraid I won’t do it well - I’ll get stuck – I won’t know what qustion to ask - I won’t get the results I get with my old style - What I did before worked, why change?

- I don’t believe in these new softly, softly approaches - The only thing that motivates people is money

Benefits of Coaching
- Improved performance and productivity - Staff development - Improved learning - Improved Relationships - Improved quality of life in the work place - More time for the manager

- More creative ideas - Better use of people, skills and resources - Faster and more effective emergency response - Greater flexibility and adaptability to change

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