leadership coaching. welcome! coaching helps facilitate breakthrough in the lives and development of...
TRANSCRIPT
Leadership Coaching
Welcome!
COACHING
helps facilitate breakthrough in the lives and development of risk-taking, Kingdom leaders.
Overview
• Session 1 – Coaching Overview and Active Listening• Session 2 – Determining the Session Outcome and
Expanding Awareness• Session 3 – Hearing the Holy Spirit and Pinpointing the Key
Issue• Session 4 – Developing Action Steps and Empowering the
Coachee to Take Action
Partnership
“Resourcing and coaching breakthroughs in the lives and
leadership development of risk-taking, Kingdom leaders.”
www.leaderbreakthru.comCoaching – Training – Resources
Terry Walling
Partnership
“We provide practical leadership training and materials that equip you and your
staff with the art and science of personal and organizational change. Our goal is to enable you to close the gap between your
current and desired results.”
www.activeresults.comKeith E. Webb
End Results
• I desire greater knowledge, understanding, and/or skill proficiency in the following:
• One area I would like to work on, or talk through, related to me and my development as a leader:
p. 5
Why Coaching
Why has leadership coaching become so popular?
GOOD COACHINGHelps leaders solve problemsand cope when there is just too much.
GOOD COACHINGHelps re-evaluate plans and solutions.
GOOD COACHINGHelps you better understand where you are at!
The Art of DeflectionThe Professional Helper Syndrome
Good coaching helpspeople overcome thetendency to deflectthe help they need.
Some first Thoughts…
Christian coaching is an ongoing intentional conversation that empowers people to live out God’s call on their lives as individuals and as groups.
p. 5
Some first Thoughts…
You do not get to clarity ALONE.• Coaching is about the PERSON. We coach the person… and work the problem.
• Coaching is MINISTRY, not just problem solving.• Coaching is about ACTION, not just reflection.• Coaching bridges the gap between INSIGHTS and NEW BEHAVIOR…
• Coaching is about DISCOVERY… what people discover, they implement.
p. 5
Coaching
The purposes of a man’s heart are deep waters, but a man of understanding draws them out. – Proverbs 20:5 (NIV)
Though good advice lies deep within the heart, a person with understanding will draw it out. – Proverbs 20:5 (NLIV)
Real-Time Coaching
With a partner, answer the question: How have you experienced coaching (either as a coach or a coachee)? You each have three minutes.
p. 5
How well did you listen?
Terminology Confusion
Pop Quiz• Match term with definition
p. 7
Pop Quiz
P. 7
• Allows the leader to set the agenda for the discussion. Asks questions to draw out assumptions, motivation, ideas and
answers that are within the leader.
• Possess expertise and shares that resource with another person, providing knowledge, advice, expertise, guidance, and
encouragement in their field of expertise.
• Resourcing specialist who is often paid to assess, diagnose, propose solutions, and problem solve.
• Seeks to uncover emotions and issues from the past that impede growth, closure, or wholeness. Focuses on struggles in
ongoing health.
• Use of similar methods and techniques, yet focuses on issues related to spiritual formation and life.
• Sets the agenda of the discussion through introducing essential components of spiritual growth and self-leadership.
• Dispenses new knowledge and introduces paradigms, controlling the agenda of the interaction.
CONSULTANT
TEACHER
MENTOR
COUNSELOR
COACH
SPIRITUAL DIRECTOR
DISCIPLER
What about you?
COACH: Allows the leader to set the agenda for the discussion. Asks questions to draw out assumptions, motivation, ideas and answers that are within the leader.
MENTOR: Possesses expertise and shares that resource with another person, providing knowledge, advice, expertise, guidance, and encouragement in their field of expertise.
p. 8
Coaching
Coaching stands beside and draws insight out.
Mentoring goes before and places insight
within.
CLARIFYING
www.leaderbreakthru.com
Relating the Terms
P. 8
ClientAgenda
HelperAgenda
Asking
Telling
Coaching
Mentoring
Discipling
Teaching
Relating the Terms
p. 8
The C.O.A.C.H. Model™
CONNECTING with the leader.
Determining the session OUTCOMES.
Building AWARENESS of the issues and current reality.
Determining the next steps and COURSE of action.
Reviewing the HIGHLIGHTS and key insights of the session.

Coachingthe Developmentof Leaders
CoachingLEADERS
www.leaderbreakthru.com
p. 11
CONNECTING with the leader.
Goal – Build rapport and trust
Example questions:• How have you been?• How are things going? At work? At
home? At the church?• What insights have you had since
we last met?• In what ways have you sensed the
Holy Spirit speaking to you since our last meeting?
• What progress did you make on the action steps you were going to take?
Coachingthe Developmentof Leaders
www.leaderbreakthru.com
CoachingLEADERS
p. 12
Determining the session OUTCOMES.
Goal – Find out what the person would like to discuss
Example questions:• What result would you like to take
away from our meeting today?• What would you like to work on?• What would make today’s meeting
successful/helpful for you?

Coachingthe Developmentof Leaders
www.leaderbreakthru.com
CoachingLEADERS
p. 13
Building AWARENESS of the issues and current reality
Goal – To discover more about the outcome identified in the previous stage
Example questions:• Talk to me about what you’re
presently thinking• What do you see as some of your
major obstacles?• Let’s look at this from a different
perspective: What else could be happening?
Coachingthe Developmentof Leaders
www.leaderbreakthru.com
CoachingLEADERS
p. 14
Determining the next steps and COURSE of action
Goal – To capture insights and put them in actionable steps
Example questions:• What actions would you like to take
moving forward?• What options do you think most
address what you would like to achieve?
• Which of these would you like to do? How? When?
• On a scale of 1-10 (with 10 being high), how confident are you that you can do this plan?
Coachingthe Developmentof Leaders
www.leaderbreakthru.com
CoachingLEADERS
p. 15
Reviewing the HIGHLIGHTS and key insights of the session.
Goal – To give the person an opportunity to share lessons and goals
Example questions:• What would you like to remember
from this time?• What parts of the discussion were
particularly helpful?• What awareness do you have now
that you did not have before?• What are your action steps?

Coachingthe Developmentof Leaders
www.leaderbreakthru.com
CoachingLEADERS
p. 16
Listening Expanding
Four
Coaching Skills
FocusingEmpowering
Listening Expanding
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Coaching Formats
Coaching Interactions (10-15 minutes)Coaching Conversations (20-30 minutes)Coaching Appointments (45-60 minutes)
p. 17
Core Skill – Listening
p. 19
Exercise – Pick-a-Card
3 Minutes• Talk about why you picked the card
• What it means?
Partner:• Listen• Don’t talk!
How did it go?
Listening
• Most leaders are not listeners…
• They are Problem-Solvers
• They typically pre-conclude
• They tell vs. creating discovery
p. 19The 80/20 Rule
Active Listening
Active listening is being able to hold-off/suspend judgment, and to participate in the process of hearing what the coachee is actually saying.
FIVE Ways to Listen Better(Empathetic Listening)
Listen with your mindListen with your bodyListen with your wordsListen with your intuitionListen with the Holy Spirit
www.leaderbreakthru.com
p. 19
Active Listening
p. 20?
• The Situation
• The Behaviours
• The Emotions
Shadow Coaching
• The term “shadow” refers to the unconscious beliefs or tendencies common among coaches that are counterproductive to their client’s purpose.
• When coaches become unconsciously fixated on their own assumptions, beliefs or tendencies, they restrict their ability to explore what is present.
• In other words, you coach your own stuff! p. 20
Three Levels of Listening
p. 22
• LEVEL 1: YOU… You are listening but the pre-occupation is really you… not them (INTERNAL)
• LEVEL 2: THEM… You are listening, seeking to hear the issues behind the issues and understand (FOCUSED)
• LEVEL 3: YOU AND THEM … You have entered their world, and together you both are looking at the world and addressing the issues (GLOBAL)
Active Listening – Listen for Three Voices
• Tell me a little about yourself?
• What’s life been like coming into this conference today?
p. 22Coaching Partners
6 Min. each
Active Listening – Listen for Three Voices
• How did it go?• What did you learn about them? About yourself and your listening?
p. 22Coaching Partners
6 Min. each
Listening for the Back Stories
p. 22
• River Stories
• Rut Stories
Other Ways to Listen Better
pp. 23-24
Empathetic Listening• Encourage• Restate• Summarize• Clarify• Acknowledge
Other Ways to Listen Better
p. 23
• How do you know that you’ve listened well?
• Leader feels listened to/understood
• You begin to understand• Together you begin to
surface the real issue(s)