Transcript Slide 1
MISSION:
CREATING
WORKING
CULTURES OF
DREAM
I
Coaching in practice
Definitions – coaching related with other?
- Councelling, Teaching, Advicing, Knowledge providing,
- Supervising: based on wellbeing of an individual - therapy
- Coaching: based on strategy
-1) linear: solution based
-2) circular: understanding based - more therapeutic
- Directive & Controlling – Selfdirective?
-Mentoring
-Confronting
- …”godfather / godmother”
Date
Mentor
Coach
Lecturer
Process
promoter
Technical
expert
Identity of a
Consultant
?
Challenger
Facilitator
Problem solver
Administrator
Date
Influencer
Strategist
Other
3
What is coaching?
“Coaching is partnering with clients in a
thought-provoking and creative process
that inspires them to maximize their
personal and professional potential”
Date
4
Consultant’s approaches & identities
Consultant as a
process promoter
& facilitator &
coach
Nondirective
Consultant
as mentor
Content
knowledge
Process skills
Consultant as a
problem solver
(Helps to solve)
Consultant as
an expert
(I tell you)
Directive
Date
5
Key Competences in Coaching
• Creating context & frames & space
• Listening
• Art of listening hearing
• Listening in 3 levels
• Asking questions
• Art of asking questions creating awareness
• Useful questions for different purposes and phases
• Examples of powerful questions
• Being a Coach
• Curiosity and not-knowing
• Avoiding own assosiations
• Discussion structures and storytelling
• Mental locks & keys
• Useful methods
• GAINS
• STEPS in a conversation
• Dreaming method
• Role playing (changing places)
Date
6
Linear and circular coaching approach
2 basic modes:
A) AIMS on understanding (Circular approach)
B) AIMS on solutions (Linear approach)
Now
Future
Past
Getting more understanding
No need to find out solution
Connections and motivation
Different perspectives
Involves and energizes, respects
personal growth
Forcing towards solutions:
Fast solution, next steps and
action points
Role expectations towards coach
Client’s
expectations
Expert
Collaborator
Expert
Collaborator
Pair-of-hands
Pair-of-hands
Coach’s own
approach
Date
8
Structure of coaching approaches
Coaching attitudes &
techniques:
Thinking tools:
- Curious attitude - leave your
own agenda behind
- SWOT and other analysing
tools & matrixes
-GAINS
- Listen actively & silence
- Scales (1-10)
- Circular interviewing
- Understand
- Ask & go into more depth
- Appreciative inquiry
(positive way & strengths)
- Paraphrase / restate
- Clear-unclear analyses
- Collect facts (no
assumptions)
- Questions with comparisons
Coaching models:
- 4-faces talks (starting,
thinking, action, evaluation)
- Express your feelings
- Find common goal
Date
- Mind maps, drawing
- Time perspectives
- Different conversation
levels
9
Flow of a G A I N S discussion
Goals: What
Assessment:
Ideas: What
Next Steps:
Support:
are you trying to
achieve?
Where are you
now?
are your ideas?
What are you going
to do next?
What support
do you need?
G
A
I
N
S
4. Ask the employee
3. Ask the employee
for ideas: how to
1. Ask the employee
what s/he wants to
achieve: desired
achievement,
objectives, focus,
challenge
Date
2. Ask the employee to
evaluate the current
situation: involvement,
what has been done,
results, stoppers, plans
to move forward
tackle the issue, what
else can be done,
suggestions, different
views
about next steps: how
5. Ask the employee
to meet the goal, what about needed support:
to do already today,
what s/he expects from
you, who else can
how to overcome
support, the best ways to
challenges
give support, is everyone
committed to proceed
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VALMENTAMISSESSION RAKENNE:
G A I N S -malli
NEXT STEPS: Mitä
valitset, mikä on paras
ratkaisu?
Milloin /dead line
Mitä seuraavaksi?
GOAL: mikä tämän
keskustelun tavoite on?
Kysy ja palauta
Tarkenna tavoite
Löydä yhteisymmärrys
tavoitteista
G
ASSESSMENT: mikä on tilanne?
mitkä asiat vaikuttavat
Ajatteluta, kysy esiin kaikki
aiheeseen liittyvä tieto ja faktat
Historia, nykytila, vaikuttavat
asiat
Eri näkökulmat
Viivytä ratkaisuja
July 21, 2015
A
I
N
IDEAT: miten tilannetta voisi
ratkaista:
Kaikki ideat esiin,
Huonot saavat hyvät
loistamaan. Jaa omat ideat,
pyydä lupa
© Humap Oy, www.humap.com
S
TULOS:
Valmennettava tietää
tarkasti mitä
seuraavaksi tekee,
lähtee
motivoituneesti
työhön
SUPPORT: Mitä tukea
tarvitaan?
Kuka voi tukea
etenemisessä?
sivu 11
Coaching model: GAINS
Date
12
Active Listening
Listening in 3 levels:
1. You hear the words said
”What you said is ..”
(and repeat exact words, the summary of
what you heard)”
2. You hear also other things than exact words
said based on e.g. your analyze, own filters and
feelings
”What I am hearing is…”
3.
You hear and it makes you think, what else is there (your
interpretation behind the words)
”What I’m hearing is this.. and it makes me
wonder/think/notice, that…”
Rehearse this
Date
13
Key Ideas
LISTEN AND REPLAY
Start
What you have heard
End
If I undertood correctly…
…did I understand correctly, what
you told?
You are about to say…
…am I right?
I hear that…
…did I get it right?
To be certain of what I
heard…
…was this what you just said ?