Professional Capability - Coaching

Question 1

What is coaching?

Answer 1

Interactive process , helps individuals develop more rapidly towards a future state, produce results, take actions, make better decisions and capitalize on natural strengths.

Question 2

Benefits of coaching Culture

Answer 2

Organizational:
Improved employee relations
Improved team functions
Foster leadership capabilities
Increased employee engagement and productivity

Question 3

Benefits of coaching Culture

Answer 3

Employee:
Build self esteem and confidence
Allows growth and development
Makes individuals independent and agile (problem solving, decision making)
Results in improved skills and performance
Transfer strengths

Question 4

Formal Coaching

Answer 4

Following structure
Includes written agreement
Coach meets coachee (30-60 min, once a week)
Effective for mid to senior level manager and executives

Question 5

Informal Coaching

Answer 5

Casual and directive
Just in time advice, suggestion or feedback
Effective with on the job situations when managers are working with their direct reports or in a peer to peer situation that is time sensitive

Question 6

Coaching Skills

Answer 6

Listening intentionally
Asking questions
Clarifying
Provide feedback
Weekly meetings (challenges, success and interests)
Developing relationship, skills and succession planning

Question 7

Coaching Culture

Answer 7

Clear vision of Coaching
- purpose and benefits
- different methodologies
- available to all employees
Continuous learning are values and supported from top down
Viewed as a positive necessity (not as punishment)

Question 8

Why Coaching Skills?

Answer 8

Many people prefer the satisfaction of coming up with the answer themselves

Be careful to use (Why) because people can get defensive as it implies that the person had a choice and they chose the wrong path and I am judging them

Framing questions in ways designed not to sound like a personal attack, provoked more thoughtful responses
Personal context makes things stick

People want to be heard, to feel that we understand them and whatever they are going through.

Question 9

Coaching Competencies

Answer 9

ICF sets Standards, groups competencies into 4 clusters.

1) Setting the foundation: meeting ethical guidelines and professional standards, establish Coaching agreement
2) Co creating the relationship: establishing the trust and intimacy with client, Coaching presence
3) Communicate effectively: listening actively, engaging in powerful questioning and direct communication
4) Facilitating Learning and results: creating awareness, designing actions, planning and setting goals and managing progress and accountability

Question 10

Coach and Client Roles

Answer 10

Role of the Coach

Effective coaches know how to build trust, ask powerful questions that help clients create their own learning, inspire clients to continually grow

Coach’s role entails:
Encouraging the client, helping the client to define and clarify goals, keeping discussions focused and moving, asking stimulating questions, summarizing and clarifying discussion topics, helping the client to develop an action plan, offering resources or tools to improve the client’s self awareness or skills, reviewing progress to goals, facilitating the client’s ability to be coached, vocalizing agreements about the next steps and following up, demonstrating interest in helping the client to achieve goals

Question 11

Coach and Client Roles

Answer 11

Role of the Client:
Client has to want the coach. TD professionals should be able to sense whether clients are excited about getting feedback, will make Coaching a priority, open to making improvements and interested in learning more about how to develop their skills

Clients role;
Demonstrate accountability, self development opportunities, monitor their own progress, completes task and assignments on time, share goals-desired outcomes and hopes, openly discuss frustrations, problems, setbacks, questions and success.
Discuss assumptions, opinions and points of view relative to their goals, participate in creating and implementing action plans, take ownership of asking for Coaching and follow up, review progress to goals, be open to exploring new ideas and approaches, share setbacks and barriers, be coachable, willing to change and open to suggestions

Question 12

ATD Coaching Model

Answer 12

Step 1) Clarify the agreement: build relationship, determine client’s readiness, establish agreement, determine if the coach and client are a good match, initiate a partnership relationship

Question 13

ATD Coaching Model

Answer 13

Step 2) Create a partnership: determine the needs of client or the situation, model being a good partner, review available data such as multi rated surveys, decide what other data is required, analyze all available info

Question 14

ATD Coaching Model

Answer 14

Step 3) Collect and analyze data: provide client feedback, discuss the data candidly and caringly, ask the client for observations about the data, isolate specific issues to improve help the client determine what to improve

Question 15

ATD Coaching Model

Answer 15

Step 4) Construct a Development plan: guide the client to generate development options, brainstorm options, create a results oriented action plan or development plan, assist the client to identify required resources, help identify how to measure results, set measurable objectives

Question 16

ATD Coaching Model

Answer 16

Step 5) Collaborate and Challenge: keep the client focused on track, ask powerful questions, challenge the client to accomplish all that’s possible, monitor milestones and track results, support movement toward the goal, be available for the client during setbacks and celebrations, motivate and inspire employees to do more than they think they can

Question 17

ATD Coaching Model

Answer 17

Step 6) Complete and Acknowledge: reach an agreement with the client that it’s time to end the relationship, reflect on the successful results, teach the client to practice self coaching, discuss ways the client can continue to grow, create a list of next steps, bring closure to the formal relationship, identify ways to celebrate success

Question 18

Robert Hargrove

Answer 18

The primary methodology of masterful coaches is Transformational learning

Question 19

Transformational Learning

Answer 19

1) Single loop Learning: people learn and use new skills for incremental change. Example: Learning how to create a project plan
2) double loop Learning: focus on fundamental change in thinking patterns and behaviors. People refer to this act as reforming and changing the context. Example; Learning and practicing effective planning habits
3) Triple loop Learning: individuals make fundamental shifts in how they view themselves and then willingly alter their beliefs and values about themselves and the world.(transformational act) Example; becoming an inspirational leader who creates and reinforces a culture of planning and execution

Question 20

Mentor vs Coach

Answer 20

Mentor relationship oriented

Coach task oriented