listening and questioning: essential coaching skills august 17, 2015 heidi brushert laabs kathy...
TRANSCRIPT
Listening and Questioning: Essential Coaching Skills
August 17, 2015
Heidi Brushert LaabsKathy Myles
The Wisconsin RtI Center (CFDA # 84.027) acknowledges the support of the Wisconsin Department of Public Instruction in the development of this PowerPoint and for the continued support of this federally-funded grant program. There are no copyright restrictions on this document; however, please credit the Wisconsin DPI and support of federal funds when copying all or part of this material.
Outcomes
• Be aware of the importance of listening as a skill for leadership and coaching
• Understand different levels of listening• Assess your own listening skills• Know the 5 kinds of questions used in coaching• Become aware of the format of a coaching
conversation• Recognize examples of effective listening and
questioning in a live coaching conversation• Reflect on what you have learned and implications for
your practice
Today’s Agenda
1. Introduction/Overview (12:30 – 12:45)
2. Listening (12:45 - 1:30)
3. Asking Questions (1:30 - 2:00)
4. The Coaching Format (2:00 – 2:15)
5. Live Coaching Demonstration (2:15-2:45)
6. Reflection (2:45 – 2:55)
7. Wrap-up (2:55 – 3:00
PBIS and RtI are all about improving
student learning!!!!
In order to improve student learning, we must change and improve instruction and culture in our schools.
• Identify new practices/structures to be implemented
• Provide professional development (training)
• Wait for implementation to happen
Typical Process for Implementing Change
Train
ImplementAttack
Abandon
No change
Why Implement Coaching?
Presentation of Theory
+ Lecture, cooperative learning
Modeling +
Modeling, video, simulation
Practice & Feedback +
Practice during learning session
Coaching Where work occurs
Understanding(Explain main concepts)
85%
85%
85%
90%
Skill Attainment (Can demonstrate)
15%
18%
80%
90%
Use with Fidelity (Uses the skill effectively
and consistently)
5%-10%
5%-10%
10%-15%
80%-90%
What Does a Coach Do?A coach or coaching leader helps individuals or teams to…
• Develop a shared vision, beliefs and values• Create and sustain a positive school culture• Identify a goal or need for change based on data• Identify possibilities and obstacles• Develop a plan of action• Commit to action for change• CHANGE!!!
Coaching Skills, Habits and Dispositions• Listening
• Questioning
• Self management
• Curiosity
• Building trust
• Encouraging reflective practice
• Giving feedback
• Creating partnerships
• Building a positive culture
• Facilitating systems change
Listening
“Everything in coaching hinges on listening – especially listening with the client’s agenda in mind. Listening is the entry point for all coaching. In one sense, all the other contexts depend on listening at Levels 2 and 3. Listening, then, is the gateway through which all coaching passes.”
Co-active Coaching, 2007.
ListeningWhen was the last time you felt really, truly listened to? Who was listening to you?
How did you know you were being listened to?
What did this allow you to think, feel and do?
Now think of a time when you were sharing something and were not listened to. What was that like? How did you feel? What was the impact on the relationship between you and the listener?
Level 1 – Internal Listening (Whitworth, 1998)
• Our awareness is on ourselves – “What does this mean to me?”
• Strong desire for more information
• Purpose – meet the listener’s needs
• Informs us about ourselves and what’s going on around us
Level 2 – Focused Listening• A sharp focus on the other person• Not much awareness of the outside world; all
awareness is on the client• Energy and information come from the client
and are reflected back on the client by the coach
• Empathy, clarification, collaboration• “Mind chatter” disappears, coaching becomes
spontaneous• Information comes from tone, body language,
pace, feelings, as well as words
Level 3 – Global Listening
• You and the client are at the center of the universe, receiving information from everywhere at once.
• Great access to intuition
• For many, this is a totally unfamiliar way of listening
• Most people need tons of practice!
Committed Listening (Cheliotes and Reilly, 2010)
• Verbal and non-verbal communication
• Value silence
• Listen without obligation to act
• Avoid unproductive patterns of listening
Unproductive Patterns of Listening
• Judgment or criticism
• Autobiographical listening
• Inquisitive listening
• Solution listening
Listening Skills• Articulating
• Clarifying
• Acknowledging
• Meta-View
Listening Self Assessment
• Complete the self-assessment (Handout #1)
• Scoring – circle the timeframe you marked for each item; add each column; write the scores for each column; add to get the grand total. This gives you your Listening Score and rating.
• Identify your Strong Listening Qualities (#4s) and the Listening Qualities that you want to develop. List them on the Action Plan form.
What did you learn about yourself as a listener?
What surprised you about your results?
What are you going to do about it?
Quotes About Listening
Read the quotes about listening on Handout #2.
Which one resonates most with you and why?
What does mean to your work as a coach/leader?
Coaching Skills, Habits and Dispositions• Listening
• Questioning
• Self management
• Curiosity
• Building trust
• Encouraging reflective practice
• Giving feedback
• Creating partnerships
• Building a positive culture
• Facilitating systems change
• Paraphrasing questions/statements
• Clarifying questions/statements
• Interpretive questions
• Mediational questions
• Coaching comments/statements
The Language of Coaching
Paraphrasing
• In other words…
• What I think I’m hearing is…
• If I’m understanding correctly, you’re saying…
• Let me see if I have this right…
• What I think you’re saying is…
• Are you saying that…?
• Would you tell me a little more about…
• I’m interested in hearing more about…
• Can you give me some specific examples of…?
• I’m curious to know more about…
• Please be more specific about…
• What else?
• Tell me how that’s different from…
Clarifying
Interpretive Questions• What could that mean?
• What might be behind that?
• What are you assuming?
• What might you not be seeing?
• What might be some possible reasons for…?
• How did it affect you when…?
• What’s most striking/interesting about that?
Mediational Questions• What options do you see?
• What else?
• What outcomes do you anticipate?
• What obstacles might you run into?
• What criteria could you use to decide?
• What might happen if…?
• What feels best to you?
• What does your gut tell you?
Coaching Comments
• One thing to keep in mind is…
• Sometimes it’s helpful to…
• Would you like to know what others have done?
• May I make a suggestion?
• What I know about _____ is…
Read through the Handout #3 – “The Language of Coaching.”
What did you notice about these questions? What are some characteristics of what you think are “good” coaching questions?
• Open ended
• Invitational
• Specific
• Evoke possibilities
• Positively or neutrally biased
• Challenge assessments or assumptions
Characteristics of Effective Questions
Questions in the Coaching Format
• Getting started
• Determining goals
• Identifying possibilities and obstacles
• Developing a plan
• Getting commitment to action
Collect and Use
Data
Develop Hypothesis
Discuss andSelect
Solutions
Develop andImplementAction Plan
Evaluate andRevise
Action Plan
Problem Solving Meeting Foundations
Team Initiated Problem Solving (TIPS) Model
Identify Problems
Newton, J. S., Todd, A. W., Algozzine, K., Horner, R. H., & Algozzine, B. (2009). The Team Initiated Problem Solving (TIPS) Training Manual. Educational and Community Supports, University of Oregon, unpublished training manual.
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The Coaching Format and Process• Getting started/”Join-up”
• Determining goals
• Identifying possibilities and obstacles
• Developing a plan
• Getting commitment to action
Review Handout #4 – “Questions in the Coaching Format.”
Live Coaching Demonstration
Use Handout #5 to script questions and note observations
What did you notice about the coaching format?
Listening skills and behaviors?
Questions?
Coach and client?
Reflection
• What new ideas are you taking away from this session?
• How might what you learned impact your work in your school?
• What would you like to learn more about coaching and a coaching style of leadership?
Wisconsin RtI Center Leadership and Coaching
• Pilot cohorts 2011-2012• Multiple cohorts 2012-2015• 6 sessions• Teams – admin and teacher leaders• Presentation, theory, modeling and
demonstration, practice, feedback and reflection
• Minimum of 5 coaching sessions with enrolled client
2015 - 2016 Leadership and Coaching Training
October – May
• Wausau• Kenosha• Oshkosh• Oconomowoc
