Download - Performance coaching n mentoring
I GIVE YOU FOCUS AND SOMEHOW MY MERE
PRESENCE MOVES YOU TO ACTION
- HAIKU ON COACHING
THE PROCESS OF EMPOWERING OTHERS.
-WHITMORE, 1997
More on Coaching
Coaching
• Facilitative process
• Not answering every question
• Stimulating and challenging
• Time bound process
Mentoring
• Ongoing relationship
• Long lasting
• Long term process
• Less structured
• Mostly informal
Qualities
• Respectful
• Hopeful
• Trusting
• Patient
• Passionate
• Interest in people
• Inquisitive
• Attentive
• Retentive
Core Competencies
• Active listening
• Questioning skills
• Effective feedback skills
• Ability to challenge and risk rapport
• Reasonably high emotional
intelligence
• Ability to set goals
Told you, it’s not
rocket science…
7 Principles of Coaching
7
Principles
of
Coaching
Solution
focus
Blame-free
Self-
belief
Responsibility
Challenge
Awareness
Action
What is performance?
• Execution or accomplishment of a given task
• Measurable against set standards like : -
- accuracy
- completeness
- cost
- speed
How can a coach/mentor
help?
• Raise awareness
• Raise a sense of responsibility
• Help in goal setting – end goal and performance goal
• Inculcate a sense of ownership in the coachee.
Various coaching formats
• Self – coaching
• One on One coaching
• Group Coaching
• Organisational Coaching
• Systems Coaching
Various Coaching Models
• 12 point framework by Si Conroy
• The GROW model by Sir John Whitmore
• EXACT model by Carol Wilson
12 point coaching Model
• Tailored to needs
• Goals and objectives
• Skill development
• Learning
• Challenge
• Time
• Attention
• Traction
• Action
• Embed and retain
• Support
• Progress
That’s my
brainchild…Hope you
guys like it..
- Si Conroy
WILLmilestones
actionscommitment
REALITYevidence
awarenessunderstanding
OPTIONSWhat’s possible?
GROW coaching
framework
What do you want?
What is happening now?
What could you do?
What WILL you do?
GOALsituationvision
objective
Framework for a Mentoring Programme
• Develop
• Implement
• Evaluate
It’s that simple!!!
Are you sure it
works???
They don’t call me
Katya Laviolette
for nothing…
1) Develop -
- Form a committee to develop and oversee the programme.
- Use both in-house and external consultants for better results.
- Determine the barriers.
- Develop commitment and accountability mechanism.
- Design a selection and matching process.
2) Implement–
- Develop and implement initial information sessions.
- Develop and implement initial training.
- Bring in outside speakers
- Offer on-going training
3) Evaluate –
- Utilise tracking mechanisms.
- Develop qualitative and quantitative reports to ensure
accountability.
Well yes. But…
• Display of highest quality of empathy, integrity
and detachment.
• Willingness to adopt a fundamentally different
approach to his staff.
• Have to cope with resistance from staff.
• Have to cope with suspicion from staff
regarding departure from traditional ways of
management.
Manager-Coach Paradigm
Dictates Persuades Debates Abdicates
Boss feels in
control
Performer
wonders
if he has
a choice
Both feel
involved but
it may be slow
Performer feels
obliged or
dumped on
Effect on each
Boss’s behavior