coaching workshop slides

Coaching for

Performance

Facilitator: Kevin Faulkner

• By the end of the workshop you will be able to:-– State what coaching means in a “WANO” context– Explain why this is important– Identify Knowledge, skills and attitudes appropriate

for success– Describe the O.R.E.O. model.– State potential barriers to success considering the

results of self-analysis – Explain when to provide feedback and an effective

process in giving it– Demonstrate your coaching skills by participating

in a practice coaching session with colleagues.

Workshop Objectives

© DPG plc

“We are what we repeatedly do. Excellence then, is not an act, but a

habit”.

Aristotle

Knowledge

Desire Skills

H

“HABITS”

Why the Focus?• Promotes both independence and

interdependence• Enhanced self esteem and self responsibility

– the bedrock of creating empowerment• Substantially increases motivation and

engagement• Facilitates “Discretionary effort”• Enables continuous improvement• Aligns with WANO’s principles & Values

© DPG plc

“Unlocking a person’s potential to get the most out of their performance.”

John Whitmore

© DPG plc

“The test of an effective coach, is that when they leave, others will carry on successfully” Anon

“You get the best efforts, not by lighting a fire beneath them but building a fire within them” Bob Nelson

Group Activity

What do excellent coaches do/don’t do?

“Coaching is a conversation, a dialogue whereby the coach & individual interact in a dynamic exchange to achieve goals enhance performance and move the individual to greater success”.

Zeus & Skiffington

Skill Set includes:-• Using Powerful Questions • Active Listening & Observation• Giving quality feedback• Maintaining Objectivity• Recognising difference• Understanding “Self”

Positive Exchange

Receptive

Recognition

Empathic

Listening Encouragement

Respect

Collaboration Showing Interest

Observe

Record

Enquire

Outline

PULL

PUSH

LISTENING TO UNDERSTAND

ASKING QUESTIONS THAT RAISE AWARENESS

MAKING SUGGESTIONS

GIVING FEEDBACK

OFFERING GUIDANCE

GIVING ADVICE

INSTRUCTING

TELLING

REFLECTING

PARAPHRASING

SUMMARISING

The Coaching Spectrum

Driving Change/Improvement

Enabling Change/Improvement

Where Possible:

“Ask, Don’t

Just Tell”

“Give the man a fish, he’ll feed for a day.

Teach him how to fish, he’ll feed for life”

Anon

•Who•What•Where•1-10 Rating

•When•How•Tell Me•“Why”

Active Listening • What is it?• How does this differ from hearing?• How can we demonstrate it? • What interferes with it?• What is its importance in the

coaching process?

Feedback

Colleague Centric • Self Assessment• Personal Rating• Identification of

areas of strength, change/continuous improvement

Observer Centric • Specific• Objective• Timely• Effect/impact • Reaction• Future

What do you see?

Emotional Intelligence

Self Awareness

Social Awareness

RelationshipManagement

Self Management

Personal Competence

Social Competence

What I See What I Do

Personal Styles Preferences

Intuition

Sensing

Feeling

Thinking

How we gather Information

How we make Decisions

Personal Styles Preferences (Carl Jung - Psychological Types)

SENSOR: Prefer facts, and data. Practical, systematic. Lives in “Here and now”, action-orientated. Rely on direct experience and realism. Can act first and think later

INTUITOR: Forming concepts and relationships from experience .Searching for “why”.

Ideological, visionary. Can avoid detail , easily bored.

THINKER: Structured, rational, objective, logical, and analytical . Attention to detail. Can

be seen as impersonal

FEELER: In-tune with feelings. Empathic, sentimental, more concerned

with reactions. Can find dealing with hard issues challenging

“Skills Practice”

Think about today . . .

26© DPG plc

• By the end of the workshop you will be able to:-– State what coaching means in a “WANO” context– Explain why this is important– Identify Knowledge, skills and attitudes appropriate

for success– Describe the O.R.E.O. model.– State potential barriers to success considering the

results of self-analysis – Explain when to provide feedback and an effective

process in giving it– Demonstrate your coaching skills by participating

in a practice coaching session with colleagues.

Workshop Objectives

© DPG plc

Thank you