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TRANSCRIPT
CoachingSukma Putra
sputrabinusedu
Overview
bull Introductionbull Definition of coachingbull Coaching benefitsbull Coaching Schemebull How coaching works bull Coaching techniques amp requirementsbull Findingsbull Limitationsbull Conclusion
Introduction
bull Knowledge is not enough to get desiredresults You must have the more elusive abilityto teach and to motivate This defines aleader if you cant teach and you cantmotivate you cant lead --John WoodenSports Il-lustrated Coach of the 20th Century
(Noble 2012)
What is Coaching
bull An on going process designed to helpemployee gain greater competence andovercome barriers to improving performance(Lawson 2007)
bull Helping people make sense of what is goingon around them identify the blockers that arepreventing them from performing or achievingwhat they want to achieve and findingsolutions for themselves (Byrne 2011)
Coaching Benefits
For Organisationbull Build stronger workplace relationshipsbull Promote a more positive work environment
For Employeesbull Develop abilities to lead and work together as a
teambull Increases employeesrsquo self-esteem and confidencebull Leaves them feeling motivated and committed to
doing their best (Byrne 2011)
POWERTEAM WORK DELEGATION
TRUST
CoachingAn on going processdesigned to helpemployee gain greatercompetence andovercome barriers toimproving performance(Lawson 2007)
CreativityMotivation
Trainees EngagementAppreciation
Respect -Relationship
1 Assist trainees2 Team leader delegation3 Team leader Persuasion
4 Management Approbation5 Valued Work
6 Feedback collaboration7 Acceptance of team work
8 Direct Actions
OUTCOMELeaderrsquos Satisfaction
Traineersquos EmpowermentOrganisational goals
Targeted Energy
Care Share
Stories Evidences
Coaching Scheme
How coaching works
Source
httpwwwyoutubecomwatchv=UY75MQte4RU
Coaching Techniques
bull Directive
How the coach deliver the correct directions or instructions to the client
bull Collaborative
Share trust to solve the problem together
bull Nondirective
The coach focuses on the clients desired outcomes (Easton 2008)
Requirements for successful coaching
1 Agree on a desired result
2 Understand the current reality
3 Explore the assumptions leading to that reality
4 Generate alternative actions
5 Monitor progress
6 Move toward self-sufficiency
(Easton 2008)
Findings
bull Elements clearly presents in bothSimilar method in coachingbull Whatrsquos missing in the method present in storiesCoaching generates positive relation with motivation ndash
Successful coaching can increase motivation and work performance
bull Whatrsquos missing in the stories present in the methodThere are no direct agreement between the coach and the
employees Less collaborationbull Explanation for thisWe found in the stories that the coaching technique is non-
directive The less collaboration and agreement between the leader and subordinate directly explain the technique
Limitations
bull Coaching is a non-sequential non-linear processbull Coaching groups will require repeated
conversationsbull A coach will draw on all areas of life when
working with clientsbull Curiosity and the ability to listen question focus
and achieve results are essentialbull Coaches must have a high tolerance for ambiguitybull Coaches must be compassionate and respect
their clients
(Easton 2008)
Five reasons you may not need a coach
1 You have no interest in investing in your current or future success or in achieving goals
2 Your boss is coaching you and has the interest time and capability to help you address any professional or personal challenges
3 Youre looking for something open-ended without specific goals or timelines
4 You prefer a quick generic and cookie-cutter solution
5 Youre flawless and perfect
(Hannah 2011)
Conclusion
bull Coaching offers the opportunity to explore in a safe trusting environment
bull Great coaching is transformational
bull Coaching can develop the self-discovery and professional growth
bull Coaching can present the opportunity to safely explore the underlying problems and solve them and improve the clients situation
(Easton 2008)
References
Byrne R (2011 April) A little more conversation coaching is now an established tool in the kit of many employers looking to develop staff performance in various areas Richard Byrne examines the approach and suggests how practitioners can adopt it as a method of improving health and safety learning and awareness in their organisations The Safety amp Health Practitioner 29(4) 34+ Retrieved from httpgogalegroupcompsidoid=GALE7CA254828778ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Easton L B (2008) Powerful designs for professional learning (2nd Ed) NATIONAL STAFF DEVELOPMENT COUNCIL
Hannah J (2011 October) Five reasons you may not need a coach T+D 65(10) 88+ Retrieved from httpgogalegroupcompsidoid=GALE7CA272245961ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Noble M (2012 March) Transform managers into coaches five steps for coaching success get back to the basics and train your managers to be effective coaches in the workplace T+D 66(3) 32+ Retrieved from httpgogalegroupcompsidoid=GALE7CA282583194ampv=21ampu=idargcwampit=rampp=AONEampsw=w
httpwwwyoutubecomwatchv=UY75MQte4RU
Overview
bull Introductionbull Definition of coachingbull Coaching benefitsbull Coaching Schemebull How coaching works bull Coaching techniques amp requirementsbull Findingsbull Limitationsbull Conclusion
Introduction
bull Knowledge is not enough to get desiredresults You must have the more elusive abilityto teach and to motivate This defines aleader if you cant teach and you cantmotivate you cant lead --John WoodenSports Il-lustrated Coach of the 20th Century
(Noble 2012)
What is Coaching
bull An on going process designed to helpemployee gain greater competence andovercome barriers to improving performance(Lawson 2007)
bull Helping people make sense of what is goingon around them identify the blockers that arepreventing them from performing or achievingwhat they want to achieve and findingsolutions for themselves (Byrne 2011)
Coaching Benefits
For Organisationbull Build stronger workplace relationshipsbull Promote a more positive work environment
For Employeesbull Develop abilities to lead and work together as a
teambull Increases employeesrsquo self-esteem and confidencebull Leaves them feeling motivated and committed to
doing their best (Byrne 2011)
POWERTEAM WORK DELEGATION
TRUST
CoachingAn on going processdesigned to helpemployee gain greatercompetence andovercome barriers toimproving performance(Lawson 2007)
CreativityMotivation
Trainees EngagementAppreciation
Respect -Relationship
1 Assist trainees2 Team leader delegation3 Team leader Persuasion
4 Management Approbation5 Valued Work
6 Feedback collaboration7 Acceptance of team work
8 Direct Actions
OUTCOMELeaderrsquos Satisfaction
Traineersquos EmpowermentOrganisational goals
Targeted Energy
Care Share
Stories Evidences
Coaching Scheme
How coaching works
Source
httpwwwyoutubecomwatchv=UY75MQte4RU
Coaching Techniques
bull Directive
How the coach deliver the correct directions or instructions to the client
bull Collaborative
Share trust to solve the problem together
bull Nondirective
The coach focuses on the clients desired outcomes (Easton 2008)
Requirements for successful coaching
1 Agree on a desired result
2 Understand the current reality
3 Explore the assumptions leading to that reality
4 Generate alternative actions
5 Monitor progress
6 Move toward self-sufficiency
(Easton 2008)
Findings
bull Elements clearly presents in bothSimilar method in coachingbull Whatrsquos missing in the method present in storiesCoaching generates positive relation with motivation ndash
Successful coaching can increase motivation and work performance
bull Whatrsquos missing in the stories present in the methodThere are no direct agreement between the coach and the
employees Less collaborationbull Explanation for thisWe found in the stories that the coaching technique is non-
directive The less collaboration and agreement between the leader and subordinate directly explain the technique
Limitations
bull Coaching is a non-sequential non-linear processbull Coaching groups will require repeated
conversationsbull A coach will draw on all areas of life when
working with clientsbull Curiosity and the ability to listen question focus
and achieve results are essentialbull Coaches must have a high tolerance for ambiguitybull Coaches must be compassionate and respect
their clients
(Easton 2008)
Five reasons you may not need a coach
1 You have no interest in investing in your current or future success or in achieving goals
2 Your boss is coaching you and has the interest time and capability to help you address any professional or personal challenges
3 Youre looking for something open-ended without specific goals or timelines
4 You prefer a quick generic and cookie-cutter solution
5 Youre flawless and perfect
(Hannah 2011)
Conclusion
bull Coaching offers the opportunity to explore in a safe trusting environment
bull Great coaching is transformational
bull Coaching can develop the self-discovery and professional growth
bull Coaching can present the opportunity to safely explore the underlying problems and solve them and improve the clients situation
(Easton 2008)
References
Byrne R (2011 April) A little more conversation coaching is now an established tool in the kit of many employers looking to develop staff performance in various areas Richard Byrne examines the approach and suggests how practitioners can adopt it as a method of improving health and safety learning and awareness in their organisations The Safety amp Health Practitioner 29(4) 34+ Retrieved from httpgogalegroupcompsidoid=GALE7CA254828778ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Easton L B (2008) Powerful designs for professional learning (2nd Ed) NATIONAL STAFF DEVELOPMENT COUNCIL
Hannah J (2011 October) Five reasons you may not need a coach T+D 65(10) 88+ Retrieved from httpgogalegroupcompsidoid=GALE7CA272245961ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Noble M (2012 March) Transform managers into coaches five steps for coaching success get back to the basics and train your managers to be effective coaches in the workplace T+D 66(3) 32+ Retrieved from httpgogalegroupcompsidoid=GALE7CA282583194ampv=21ampu=idargcwampit=rampp=AONEampsw=w
httpwwwyoutubecomwatchv=UY75MQte4RU
Introduction
bull Knowledge is not enough to get desiredresults You must have the more elusive abilityto teach and to motivate This defines aleader if you cant teach and you cantmotivate you cant lead --John WoodenSports Il-lustrated Coach of the 20th Century
(Noble 2012)
What is Coaching
bull An on going process designed to helpemployee gain greater competence andovercome barriers to improving performance(Lawson 2007)
bull Helping people make sense of what is goingon around them identify the blockers that arepreventing them from performing or achievingwhat they want to achieve and findingsolutions for themselves (Byrne 2011)
Coaching Benefits
For Organisationbull Build stronger workplace relationshipsbull Promote a more positive work environment
For Employeesbull Develop abilities to lead and work together as a
teambull Increases employeesrsquo self-esteem and confidencebull Leaves them feeling motivated and committed to
doing their best (Byrne 2011)
POWERTEAM WORK DELEGATION
TRUST
CoachingAn on going processdesigned to helpemployee gain greatercompetence andovercome barriers toimproving performance(Lawson 2007)
CreativityMotivation
Trainees EngagementAppreciation
Respect -Relationship
1 Assist trainees2 Team leader delegation3 Team leader Persuasion
4 Management Approbation5 Valued Work
6 Feedback collaboration7 Acceptance of team work
8 Direct Actions
OUTCOMELeaderrsquos Satisfaction
Traineersquos EmpowermentOrganisational goals
Targeted Energy
Care Share
Stories Evidences
Coaching Scheme
How coaching works
Source
httpwwwyoutubecomwatchv=UY75MQte4RU
Coaching Techniques
bull Directive
How the coach deliver the correct directions or instructions to the client
bull Collaborative
Share trust to solve the problem together
bull Nondirective
The coach focuses on the clients desired outcomes (Easton 2008)
Requirements for successful coaching
1 Agree on a desired result
2 Understand the current reality
3 Explore the assumptions leading to that reality
4 Generate alternative actions
5 Monitor progress
6 Move toward self-sufficiency
(Easton 2008)
Findings
bull Elements clearly presents in bothSimilar method in coachingbull Whatrsquos missing in the method present in storiesCoaching generates positive relation with motivation ndash
Successful coaching can increase motivation and work performance
bull Whatrsquos missing in the stories present in the methodThere are no direct agreement between the coach and the
employees Less collaborationbull Explanation for thisWe found in the stories that the coaching technique is non-
directive The less collaboration and agreement between the leader and subordinate directly explain the technique
Limitations
bull Coaching is a non-sequential non-linear processbull Coaching groups will require repeated
conversationsbull A coach will draw on all areas of life when
working with clientsbull Curiosity and the ability to listen question focus
and achieve results are essentialbull Coaches must have a high tolerance for ambiguitybull Coaches must be compassionate and respect
their clients
(Easton 2008)
Five reasons you may not need a coach
1 You have no interest in investing in your current or future success or in achieving goals
2 Your boss is coaching you and has the interest time and capability to help you address any professional or personal challenges
3 Youre looking for something open-ended without specific goals or timelines
4 You prefer a quick generic and cookie-cutter solution
5 Youre flawless and perfect
(Hannah 2011)
Conclusion
bull Coaching offers the opportunity to explore in a safe trusting environment
bull Great coaching is transformational
bull Coaching can develop the self-discovery and professional growth
bull Coaching can present the opportunity to safely explore the underlying problems and solve them and improve the clients situation
(Easton 2008)
References
Byrne R (2011 April) A little more conversation coaching is now an established tool in the kit of many employers looking to develop staff performance in various areas Richard Byrne examines the approach and suggests how practitioners can adopt it as a method of improving health and safety learning and awareness in their organisations The Safety amp Health Practitioner 29(4) 34+ Retrieved from httpgogalegroupcompsidoid=GALE7CA254828778ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Easton L B (2008) Powerful designs for professional learning (2nd Ed) NATIONAL STAFF DEVELOPMENT COUNCIL
Hannah J (2011 October) Five reasons you may not need a coach T+D 65(10) 88+ Retrieved from httpgogalegroupcompsidoid=GALE7CA272245961ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Noble M (2012 March) Transform managers into coaches five steps for coaching success get back to the basics and train your managers to be effective coaches in the workplace T+D 66(3) 32+ Retrieved from httpgogalegroupcompsidoid=GALE7CA282583194ampv=21ampu=idargcwampit=rampp=AONEampsw=w
httpwwwyoutubecomwatchv=UY75MQte4RU
What is Coaching
bull An on going process designed to helpemployee gain greater competence andovercome barriers to improving performance(Lawson 2007)
bull Helping people make sense of what is goingon around them identify the blockers that arepreventing them from performing or achievingwhat they want to achieve and findingsolutions for themselves (Byrne 2011)
Coaching Benefits
For Organisationbull Build stronger workplace relationshipsbull Promote a more positive work environment
For Employeesbull Develop abilities to lead and work together as a
teambull Increases employeesrsquo self-esteem and confidencebull Leaves them feeling motivated and committed to
doing their best (Byrne 2011)
POWERTEAM WORK DELEGATION
TRUST
CoachingAn on going processdesigned to helpemployee gain greatercompetence andovercome barriers toimproving performance(Lawson 2007)
CreativityMotivation
Trainees EngagementAppreciation
Respect -Relationship
1 Assist trainees2 Team leader delegation3 Team leader Persuasion
4 Management Approbation5 Valued Work
6 Feedback collaboration7 Acceptance of team work
8 Direct Actions
OUTCOMELeaderrsquos Satisfaction
Traineersquos EmpowermentOrganisational goals
Targeted Energy
Care Share
Stories Evidences
Coaching Scheme
How coaching works
Source
httpwwwyoutubecomwatchv=UY75MQte4RU
Coaching Techniques
bull Directive
How the coach deliver the correct directions or instructions to the client
bull Collaborative
Share trust to solve the problem together
bull Nondirective
The coach focuses on the clients desired outcomes (Easton 2008)
Requirements for successful coaching
1 Agree on a desired result
2 Understand the current reality
3 Explore the assumptions leading to that reality
4 Generate alternative actions
5 Monitor progress
6 Move toward self-sufficiency
(Easton 2008)
Findings
bull Elements clearly presents in bothSimilar method in coachingbull Whatrsquos missing in the method present in storiesCoaching generates positive relation with motivation ndash
Successful coaching can increase motivation and work performance
bull Whatrsquos missing in the stories present in the methodThere are no direct agreement between the coach and the
employees Less collaborationbull Explanation for thisWe found in the stories that the coaching technique is non-
directive The less collaboration and agreement between the leader and subordinate directly explain the technique
Limitations
bull Coaching is a non-sequential non-linear processbull Coaching groups will require repeated
conversationsbull A coach will draw on all areas of life when
working with clientsbull Curiosity and the ability to listen question focus
and achieve results are essentialbull Coaches must have a high tolerance for ambiguitybull Coaches must be compassionate and respect
their clients
(Easton 2008)
Five reasons you may not need a coach
1 You have no interest in investing in your current or future success or in achieving goals
2 Your boss is coaching you and has the interest time and capability to help you address any professional or personal challenges
3 Youre looking for something open-ended without specific goals or timelines
4 You prefer a quick generic and cookie-cutter solution
5 Youre flawless and perfect
(Hannah 2011)
Conclusion
bull Coaching offers the opportunity to explore in a safe trusting environment
bull Great coaching is transformational
bull Coaching can develop the self-discovery and professional growth
bull Coaching can present the opportunity to safely explore the underlying problems and solve them and improve the clients situation
(Easton 2008)
References
Byrne R (2011 April) A little more conversation coaching is now an established tool in the kit of many employers looking to develop staff performance in various areas Richard Byrne examines the approach and suggests how practitioners can adopt it as a method of improving health and safety learning and awareness in their organisations The Safety amp Health Practitioner 29(4) 34+ Retrieved from httpgogalegroupcompsidoid=GALE7CA254828778ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Easton L B (2008) Powerful designs for professional learning (2nd Ed) NATIONAL STAFF DEVELOPMENT COUNCIL
Hannah J (2011 October) Five reasons you may not need a coach T+D 65(10) 88+ Retrieved from httpgogalegroupcompsidoid=GALE7CA272245961ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Noble M (2012 March) Transform managers into coaches five steps for coaching success get back to the basics and train your managers to be effective coaches in the workplace T+D 66(3) 32+ Retrieved from httpgogalegroupcompsidoid=GALE7CA282583194ampv=21ampu=idargcwampit=rampp=AONEampsw=w
httpwwwyoutubecomwatchv=UY75MQte4RU
Coaching Benefits
For Organisationbull Build stronger workplace relationshipsbull Promote a more positive work environment
For Employeesbull Develop abilities to lead and work together as a
teambull Increases employeesrsquo self-esteem and confidencebull Leaves them feeling motivated and committed to
doing their best (Byrne 2011)
POWERTEAM WORK DELEGATION
TRUST
CoachingAn on going processdesigned to helpemployee gain greatercompetence andovercome barriers toimproving performance(Lawson 2007)
CreativityMotivation
Trainees EngagementAppreciation
Respect -Relationship
1 Assist trainees2 Team leader delegation3 Team leader Persuasion
4 Management Approbation5 Valued Work
6 Feedback collaboration7 Acceptance of team work
8 Direct Actions
OUTCOMELeaderrsquos Satisfaction
Traineersquos EmpowermentOrganisational goals
Targeted Energy
Care Share
Stories Evidences
Coaching Scheme
How coaching works
Source
httpwwwyoutubecomwatchv=UY75MQte4RU
Coaching Techniques
bull Directive
How the coach deliver the correct directions or instructions to the client
bull Collaborative
Share trust to solve the problem together
bull Nondirective
The coach focuses on the clients desired outcomes (Easton 2008)
Requirements for successful coaching
1 Agree on a desired result
2 Understand the current reality
3 Explore the assumptions leading to that reality
4 Generate alternative actions
5 Monitor progress
6 Move toward self-sufficiency
(Easton 2008)
Findings
bull Elements clearly presents in bothSimilar method in coachingbull Whatrsquos missing in the method present in storiesCoaching generates positive relation with motivation ndash
Successful coaching can increase motivation and work performance
bull Whatrsquos missing in the stories present in the methodThere are no direct agreement between the coach and the
employees Less collaborationbull Explanation for thisWe found in the stories that the coaching technique is non-
directive The less collaboration and agreement between the leader and subordinate directly explain the technique
Limitations
bull Coaching is a non-sequential non-linear processbull Coaching groups will require repeated
conversationsbull A coach will draw on all areas of life when
working with clientsbull Curiosity and the ability to listen question focus
and achieve results are essentialbull Coaches must have a high tolerance for ambiguitybull Coaches must be compassionate and respect
their clients
(Easton 2008)
Five reasons you may not need a coach
1 You have no interest in investing in your current or future success or in achieving goals
2 Your boss is coaching you and has the interest time and capability to help you address any professional or personal challenges
3 Youre looking for something open-ended without specific goals or timelines
4 You prefer a quick generic and cookie-cutter solution
5 Youre flawless and perfect
(Hannah 2011)
Conclusion
bull Coaching offers the opportunity to explore in a safe trusting environment
bull Great coaching is transformational
bull Coaching can develop the self-discovery and professional growth
bull Coaching can present the opportunity to safely explore the underlying problems and solve them and improve the clients situation
(Easton 2008)
References
Byrne R (2011 April) A little more conversation coaching is now an established tool in the kit of many employers looking to develop staff performance in various areas Richard Byrne examines the approach and suggests how practitioners can adopt it as a method of improving health and safety learning and awareness in their organisations The Safety amp Health Practitioner 29(4) 34+ Retrieved from httpgogalegroupcompsidoid=GALE7CA254828778ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Easton L B (2008) Powerful designs for professional learning (2nd Ed) NATIONAL STAFF DEVELOPMENT COUNCIL
Hannah J (2011 October) Five reasons you may not need a coach T+D 65(10) 88+ Retrieved from httpgogalegroupcompsidoid=GALE7CA272245961ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Noble M (2012 March) Transform managers into coaches five steps for coaching success get back to the basics and train your managers to be effective coaches in the workplace T+D 66(3) 32+ Retrieved from httpgogalegroupcompsidoid=GALE7CA282583194ampv=21ampu=idargcwampit=rampp=AONEampsw=w
httpwwwyoutubecomwatchv=UY75MQte4RU
POWERTEAM WORK DELEGATION
TRUST
CoachingAn on going processdesigned to helpemployee gain greatercompetence andovercome barriers toimproving performance(Lawson 2007)
CreativityMotivation
Trainees EngagementAppreciation
Respect -Relationship
1 Assist trainees2 Team leader delegation3 Team leader Persuasion
4 Management Approbation5 Valued Work
6 Feedback collaboration7 Acceptance of team work
8 Direct Actions
OUTCOMELeaderrsquos Satisfaction
Traineersquos EmpowermentOrganisational goals
Targeted Energy
Care Share
Stories Evidences
Coaching Scheme
How coaching works
Source
httpwwwyoutubecomwatchv=UY75MQte4RU
Coaching Techniques
bull Directive
How the coach deliver the correct directions or instructions to the client
bull Collaborative
Share trust to solve the problem together
bull Nondirective
The coach focuses on the clients desired outcomes (Easton 2008)
Requirements for successful coaching
1 Agree on a desired result
2 Understand the current reality
3 Explore the assumptions leading to that reality
4 Generate alternative actions
5 Monitor progress
6 Move toward self-sufficiency
(Easton 2008)
Findings
bull Elements clearly presents in bothSimilar method in coachingbull Whatrsquos missing in the method present in storiesCoaching generates positive relation with motivation ndash
Successful coaching can increase motivation and work performance
bull Whatrsquos missing in the stories present in the methodThere are no direct agreement between the coach and the
employees Less collaborationbull Explanation for thisWe found in the stories that the coaching technique is non-
directive The less collaboration and agreement between the leader and subordinate directly explain the technique
Limitations
bull Coaching is a non-sequential non-linear processbull Coaching groups will require repeated
conversationsbull A coach will draw on all areas of life when
working with clientsbull Curiosity and the ability to listen question focus
and achieve results are essentialbull Coaches must have a high tolerance for ambiguitybull Coaches must be compassionate and respect
their clients
(Easton 2008)
Five reasons you may not need a coach
1 You have no interest in investing in your current or future success or in achieving goals
2 Your boss is coaching you and has the interest time and capability to help you address any professional or personal challenges
3 Youre looking for something open-ended without specific goals or timelines
4 You prefer a quick generic and cookie-cutter solution
5 Youre flawless and perfect
(Hannah 2011)
Conclusion
bull Coaching offers the opportunity to explore in a safe trusting environment
bull Great coaching is transformational
bull Coaching can develop the self-discovery and professional growth
bull Coaching can present the opportunity to safely explore the underlying problems and solve them and improve the clients situation
(Easton 2008)
References
Byrne R (2011 April) A little more conversation coaching is now an established tool in the kit of many employers looking to develop staff performance in various areas Richard Byrne examines the approach and suggests how practitioners can adopt it as a method of improving health and safety learning and awareness in their organisations The Safety amp Health Practitioner 29(4) 34+ Retrieved from httpgogalegroupcompsidoid=GALE7CA254828778ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Easton L B (2008) Powerful designs for professional learning (2nd Ed) NATIONAL STAFF DEVELOPMENT COUNCIL
Hannah J (2011 October) Five reasons you may not need a coach T+D 65(10) 88+ Retrieved from httpgogalegroupcompsidoid=GALE7CA272245961ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Noble M (2012 March) Transform managers into coaches five steps for coaching success get back to the basics and train your managers to be effective coaches in the workplace T+D 66(3) 32+ Retrieved from httpgogalegroupcompsidoid=GALE7CA282583194ampv=21ampu=idargcwampit=rampp=AONEampsw=w
httpwwwyoutubecomwatchv=UY75MQte4RU
How coaching works
Source
httpwwwyoutubecomwatchv=UY75MQte4RU
Coaching Techniques
bull Directive
How the coach deliver the correct directions or instructions to the client
bull Collaborative
Share trust to solve the problem together
bull Nondirective
The coach focuses on the clients desired outcomes (Easton 2008)
Requirements for successful coaching
1 Agree on a desired result
2 Understand the current reality
3 Explore the assumptions leading to that reality
4 Generate alternative actions
5 Monitor progress
6 Move toward self-sufficiency
(Easton 2008)
Findings
bull Elements clearly presents in bothSimilar method in coachingbull Whatrsquos missing in the method present in storiesCoaching generates positive relation with motivation ndash
Successful coaching can increase motivation and work performance
bull Whatrsquos missing in the stories present in the methodThere are no direct agreement between the coach and the
employees Less collaborationbull Explanation for thisWe found in the stories that the coaching technique is non-
directive The less collaboration and agreement between the leader and subordinate directly explain the technique
Limitations
bull Coaching is a non-sequential non-linear processbull Coaching groups will require repeated
conversationsbull A coach will draw on all areas of life when
working with clientsbull Curiosity and the ability to listen question focus
and achieve results are essentialbull Coaches must have a high tolerance for ambiguitybull Coaches must be compassionate and respect
their clients
(Easton 2008)
Five reasons you may not need a coach
1 You have no interest in investing in your current or future success or in achieving goals
2 Your boss is coaching you and has the interest time and capability to help you address any professional or personal challenges
3 Youre looking for something open-ended without specific goals or timelines
4 You prefer a quick generic and cookie-cutter solution
5 Youre flawless and perfect
(Hannah 2011)
Conclusion
bull Coaching offers the opportunity to explore in a safe trusting environment
bull Great coaching is transformational
bull Coaching can develop the self-discovery and professional growth
bull Coaching can present the opportunity to safely explore the underlying problems and solve them and improve the clients situation
(Easton 2008)
References
Byrne R (2011 April) A little more conversation coaching is now an established tool in the kit of many employers looking to develop staff performance in various areas Richard Byrne examines the approach and suggests how practitioners can adopt it as a method of improving health and safety learning and awareness in their organisations The Safety amp Health Practitioner 29(4) 34+ Retrieved from httpgogalegroupcompsidoid=GALE7CA254828778ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Easton L B (2008) Powerful designs for professional learning (2nd Ed) NATIONAL STAFF DEVELOPMENT COUNCIL
Hannah J (2011 October) Five reasons you may not need a coach T+D 65(10) 88+ Retrieved from httpgogalegroupcompsidoid=GALE7CA272245961ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Noble M (2012 March) Transform managers into coaches five steps for coaching success get back to the basics and train your managers to be effective coaches in the workplace T+D 66(3) 32+ Retrieved from httpgogalegroupcompsidoid=GALE7CA282583194ampv=21ampu=idargcwampit=rampp=AONEampsw=w
httpwwwyoutubecomwatchv=UY75MQte4RU
Coaching Techniques
bull Directive
How the coach deliver the correct directions or instructions to the client
bull Collaborative
Share trust to solve the problem together
bull Nondirective
The coach focuses on the clients desired outcomes (Easton 2008)
Requirements for successful coaching
1 Agree on a desired result
2 Understand the current reality
3 Explore the assumptions leading to that reality
4 Generate alternative actions
5 Monitor progress
6 Move toward self-sufficiency
(Easton 2008)
Findings
bull Elements clearly presents in bothSimilar method in coachingbull Whatrsquos missing in the method present in storiesCoaching generates positive relation with motivation ndash
Successful coaching can increase motivation and work performance
bull Whatrsquos missing in the stories present in the methodThere are no direct agreement between the coach and the
employees Less collaborationbull Explanation for thisWe found in the stories that the coaching technique is non-
directive The less collaboration and agreement between the leader and subordinate directly explain the technique
Limitations
bull Coaching is a non-sequential non-linear processbull Coaching groups will require repeated
conversationsbull A coach will draw on all areas of life when
working with clientsbull Curiosity and the ability to listen question focus
and achieve results are essentialbull Coaches must have a high tolerance for ambiguitybull Coaches must be compassionate and respect
their clients
(Easton 2008)
Five reasons you may not need a coach
1 You have no interest in investing in your current or future success or in achieving goals
2 Your boss is coaching you and has the interest time and capability to help you address any professional or personal challenges
3 Youre looking for something open-ended without specific goals or timelines
4 You prefer a quick generic and cookie-cutter solution
5 Youre flawless and perfect
(Hannah 2011)
Conclusion
bull Coaching offers the opportunity to explore in a safe trusting environment
bull Great coaching is transformational
bull Coaching can develop the self-discovery and professional growth
bull Coaching can present the opportunity to safely explore the underlying problems and solve them and improve the clients situation
(Easton 2008)
References
Byrne R (2011 April) A little more conversation coaching is now an established tool in the kit of many employers looking to develop staff performance in various areas Richard Byrne examines the approach and suggests how practitioners can adopt it as a method of improving health and safety learning and awareness in their organisations The Safety amp Health Practitioner 29(4) 34+ Retrieved from httpgogalegroupcompsidoid=GALE7CA254828778ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Easton L B (2008) Powerful designs for professional learning (2nd Ed) NATIONAL STAFF DEVELOPMENT COUNCIL
Hannah J (2011 October) Five reasons you may not need a coach T+D 65(10) 88+ Retrieved from httpgogalegroupcompsidoid=GALE7CA272245961ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Noble M (2012 March) Transform managers into coaches five steps for coaching success get back to the basics and train your managers to be effective coaches in the workplace T+D 66(3) 32+ Retrieved from httpgogalegroupcompsidoid=GALE7CA282583194ampv=21ampu=idargcwampit=rampp=AONEampsw=w
httpwwwyoutubecomwatchv=UY75MQte4RU
Requirements for successful coaching
1 Agree on a desired result
2 Understand the current reality
3 Explore the assumptions leading to that reality
4 Generate alternative actions
5 Monitor progress
6 Move toward self-sufficiency
(Easton 2008)
Findings
bull Elements clearly presents in bothSimilar method in coachingbull Whatrsquos missing in the method present in storiesCoaching generates positive relation with motivation ndash
Successful coaching can increase motivation and work performance
bull Whatrsquos missing in the stories present in the methodThere are no direct agreement between the coach and the
employees Less collaborationbull Explanation for thisWe found in the stories that the coaching technique is non-
directive The less collaboration and agreement between the leader and subordinate directly explain the technique
Limitations
bull Coaching is a non-sequential non-linear processbull Coaching groups will require repeated
conversationsbull A coach will draw on all areas of life when
working with clientsbull Curiosity and the ability to listen question focus
and achieve results are essentialbull Coaches must have a high tolerance for ambiguitybull Coaches must be compassionate and respect
their clients
(Easton 2008)
Five reasons you may not need a coach
1 You have no interest in investing in your current or future success or in achieving goals
2 Your boss is coaching you and has the interest time and capability to help you address any professional or personal challenges
3 Youre looking for something open-ended without specific goals or timelines
4 You prefer a quick generic and cookie-cutter solution
5 Youre flawless and perfect
(Hannah 2011)
Conclusion
bull Coaching offers the opportunity to explore in a safe trusting environment
bull Great coaching is transformational
bull Coaching can develop the self-discovery and professional growth
bull Coaching can present the opportunity to safely explore the underlying problems and solve them and improve the clients situation
(Easton 2008)
References
Byrne R (2011 April) A little more conversation coaching is now an established tool in the kit of many employers looking to develop staff performance in various areas Richard Byrne examines the approach and suggests how practitioners can adopt it as a method of improving health and safety learning and awareness in their organisations The Safety amp Health Practitioner 29(4) 34+ Retrieved from httpgogalegroupcompsidoid=GALE7CA254828778ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Easton L B (2008) Powerful designs for professional learning (2nd Ed) NATIONAL STAFF DEVELOPMENT COUNCIL
Hannah J (2011 October) Five reasons you may not need a coach T+D 65(10) 88+ Retrieved from httpgogalegroupcompsidoid=GALE7CA272245961ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Noble M (2012 March) Transform managers into coaches five steps for coaching success get back to the basics and train your managers to be effective coaches in the workplace T+D 66(3) 32+ Retrieved from httpgogalegroupcompsidoid=GALE7CA282583194ampv=21ampu=idargcwampit=rampp=AONEampsw=w
httpwwwyoutubecomwatchv=UY75MQte4RU
Findings
bull Elements clearly presents in bothSimilar method in coachingbull Whatrsquos missing in the method present in storiesCoaching generates positive relation with motivation ndash
Successful coaching can increase motivation and work performance
bull Whatrsquos missing in the stories present in the methodThere are no direct agreement between the coach and the
employees Less collaborationbull Explanation for thisWe found in the stories that the coaching technique is non-
directive The less collaboration and agreement between the leader and subordinate directly explain the technique
Limitations
bull Coaching is a non-sequential non-linear processbull Coaching groups will require repeated
conversationsbull A coach will draw on all areas of life when
working with clientsbull Curiosity and the ability to listen question focus
and achieve results are essentialbull Coaches must have a high tolerance for ambiguitybull Coaches must be compassionate and respect
their clients
(Easton 2008)
Five reasons you may not need a coach
1 You have no interest in investing in your current or future success or in achieving goals
2 Your boss is coaching you and has the interest time and capability to help you address any professional or personal challenges
3 Youre looking for something open-ended without specific goals or timelines
4 You prefer a quick generic and cookie-cutter solution
5 Youre flawless and perfect
(Hannah 2011)
Conclusion
bull Coaching offers the opportunity to explore in a safe trusting environment
bull Great coaching is transformational
bull Coaching can develop the self-discovery and professional growth
bull Coaching can present the opportunity to safely explore the underlying problems and solve them and improve the clients situation
(Easton 2008)
References
Byrne R (2011 April) A little more conversation coaching is now an established tool in the kit of many employers looking to develop staff performance in various areas Richard Byrne examines the approach and suggests how practitioners can adopt it as a method of improving health and safety learning and awareness in their organisations The Safety amp Health Practitioner 29(4) 34+ Retrieved from httpgogalegroupcompsidoid=GALE7CA254828778ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Easton L B (2008) Powerful designs for professional learning (2nd Ed) NATIONAL STAFF DEVELOPMENT COUNCIL
Hannah J (2011 October) Five reasons you may not need a coach T+D 65(10) 88+ Retrieved from httpgogalegroupcompsidoid=GALE7CA272245961ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Noble M (2012 March) Transform managers into coaches five steps for coaching success get back to the basics and train your managers to be effective coaches in the workplace T+D 66(3) 32+ Retrieved from httpgogalegroupcompsidoid=GALE7CA282583194ampv=21ampu=idargcwampit=rampp=AONEampsw=w
httpwwwyoutubecomwatchv=UY75MQte4RU
Limitations
bull Coaching is a non-sequential non-linear processbull Coaching groups will require repeated
conversationsbull A coach will draw on all areas of life when
working with clientsbull Curiosity and the ability to listen question focus
and achieve results are essentialbull Coaches must have a high tolerance for ambiguitybull Coaches must be compassionate and respect
their clients
(Easton 2008)
Five reasons you may not need a coach
1 You have no interest in investing in your current or future success or in achieving goals
2 Your boss is coaching you and has the interest time and capability to help you address any professional or personal challenges
3 Youre looking for something open-ended without specific goals or timelines
4 You prefer a quick generic and cookie-cutter solution
5 Youre flawless and perfect
(Hannah 2011)
Conclusion
bull Coaching offers the opportunity to explore in a safe trusting environment
bull Great coaching is transformational
bull Coaching can develop the self-discovery and professional growth
bull Coaching can present the opportunity to safely explore the underlying problems and solve them and improve the clients situation
(Easton 2008)
References
Byrne R (2011 April) A little more conversation coaching is now an established tool in the kit of many employers looking to develop staff performance in various areas Richard Byrne examines the approach and suggests how practitioners can adopt it as a method of improving health and safety learning and awareness in their organisations The Safety amp Health Practitioner 29(4) 34+ Retrieved from httpgogalegroupcompsidoid=GALE7CA254828778ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Easton L B (2008) Powerful designs for professional learning (2nd Ed) NATIONAL STAFF DEVELOPMENT COUNCIL
Hannah J (2011 October) Five reasons you may not need a coach T+D 65(10) 88+ Retrieved from httpgogalegroupcompsidoid=GALE7CA272245961ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Noble M (2012 March) Transform managers into coaches five steps for coaching success get back to the basics and train your managers to be effective coaches in the workplace T+D 66(3) 32+ Retrieved from httpgogalegroupcompsidoid=GALE7CA282583194ampv=21ampu=idargcwampit=rampp=AONEampsw=w
httpwwwyoutubecomwatchv=UY75MQte4RU
Five reasons you may not need a coach
1 You have no interest in investing in your current or future success or in achieving goals
2 Your boss is coaching you and has the interest time and capability to help you address any professional or personal challenges
3 Youre looking for something open-ended without specific goals or timelines
4 You prefer a quick generic and cookie-cutter solution
5 Youre flawless and perfect
(Hannah 2011)
Conclusion
bull Coaching offers the opportunity to explore in a safe trusting environment
bull Great coaching is transformational
bull Coaching can develop the self-discovery and professional growth
bull Coaching can present the opportunity to safely explore the underlying problems and solve them and improve the clients situation
(Easton 2008)
References
Byrne R (2011 April) A little more conversation coaching is now an established tool in the kit of many employers looking to develop staff performance in various areas Richard Byrne examines the approach and suggests how practitioners can adopt it as a method of improving health and safety learning and awareness in their organisations The Safety amp Health Practitioner 29(4) 34+ Retrieved from httpgogalegroupcompsidoid=GALE7CA254828778ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Easton L B (2008) Powerful designs for professional learning (2nd Ed) NATIONAL STAFF DEVELOPMENT COUNCIL
Hannah J (2011 October) Five reasons you may not need a coach T+D 65(10) 88+ Retrieved from httpgogalegroupcompsidoid=GALE7CA272245961ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Noble M (2012 March) Transform managers into coaches five steps for coaching success get back to the basics and train your managers to be effective coaches in the workplace T+D 66(3) 32+ Retrieved from httpgogalegroupcompsidoid=GALE7CA282583194ampv=21ampu=idargcwampit=rampp=AONEampsw=w
httpwwwyoutubecomwatchv=UY75MQte4RU
Conclusion
bull Coaching offers the opportunity to explore in a safe trusting environment
bull Great coaching is transformational
bull Coaching can develop the self-discovery and professional growth
bull Coaching can present the opportunity to safely explore the underlying problems and solve them and improve the clients situation
(Easton 2008)
References
Byrne R (2011 April) A little more conversation coaching is now an established tool in the kit of many employers looking to develop staff performance in various areas Richard Byrne examines the approach and suggests how practitioners can adopt it as a method of improving health and safety learning and awareness in their organisations The Safety amp Health Practitioner 29(4) 34+ Retrieved from httpgogalegroupcompsidoid=GALE7CA254828778ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Easton L B (2008) Powerful designs for professional learning (2nd Ed) NATIONAL STAFF DEVELOPMENT COUNCIL
Hannah J (2011 October) Five reasons you may not need a coach T+D 65(10) 88+ Retrieved from httpgogalegroupcompsidoid=GALE7CA272245961ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Noble M (2012 March) Transform managers into coaches five steps for coaching success get back to the basics and train your managers to be effective coaches in the workplace T+D 66(3) 32+ Retrieved from httpgogalegroupcompsidoid=GALE7CA282583194ampv=21ampu=idargcwampit=rampp=AONEampsw=w
httpwwwyoutubecomwatchv=UY75MQte4RU
References
Byrne R (2011 April) A little more conversation coaching is now an established tool in the kit of many employers looking to develop staff performance in various areas Richard Byrne examines the approach and suggests how practitioners can adopt it as a method of improving health and safety learning and awareness in their organisations The Safety amp Health Practitioner 29(4) 34+ Retrieved from httpgogalegroupcompsidoid=GALE7CA254828778ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Easton L B (2008) Powerful designs for professional learning (2nd Ed) NATIONAL STAFF DEVELOPMENT COUNCIL
Hannah J (2011 October) Five reasons you may not need a coach T+D 65(10) 88+ Retrieved from httpgogalegroupcompsidoid=GALE7CA272245961ampv=21ampu=idargcwampit=rampp=AONEampsw=w
Noble M (2012 March) Transform managers into coaches five steps for coaching success get back to the basics and train your managers to be effective coaches in the workplace T+D 66(3) 32+ Retrieved from httpgogalegroupcompsidoid=GALE7CA282583194ampv=21ampu=idargcwampit=rampp=AONEampsw=w
httpwwwyoutubecomwatchv=UY75MQte4RU