Embed Size (px)
Citation preview
Driving High Performance Coaching
By Barbara Knight
“The task of the leader is to get his people from where they are to where they have not been.”
Henry Kissinger
Driving High Performance Coaching
“Coaching is unlocking a person’s potential to maximise their own performance. It is helping them learn rather than teaching them” (Whitmore, J, 2004)
Driving High Performance Coaching
Learning Framework
Conscious Incompetence
Conscious Competence
Unconscious Incompetence
Unconscious Competence
Competent
Conscious
Incompetent
Driving High Performance Coaching
Establish Current Competence
Explains the structure of the coaching process and the ‘action plan’Prompts the coachee to describe current competence by asking open-ended questionsEnsures that the session is undisturbed
Agree on learning objectives
Prompts the coachee to define his or her own objectivesEstablishes an environment in which the coachee is motivated to learnObjectives have a standard and a timescaleTreat the discussion as a partnership
EmpowerGives the coachee authority to actStresses that mistakes are acceptableGives encouragement to try againAsks about any concernsRemember that as a coach you are there to assess, develop and enhance behaviour
Feedback
Asks for feedback before giving itGives praise and reinforces good behaviour first before looking at problem areasGives feedback that is non-judgmentalActs as a mirror rather than a critic
Recap and SummariseAsk how the session went Clarifies the next step and gets the coachee to summarise agreed upon objectives / action planAgrees on the time for the next session and stresses that he or she is looking forward to the next stage
Qualitative Process
Compliance
Completes coaching dashboard requirements
Identifies actual development area in line with the coaching observations conducted
Analysis Enhances performance of the development area identified
Development Follows the
Training Management Methodology
Application Meets
coaching observations benchmark of 95%
Ability/skill
Completion of SMART action plan in line with areas of development
Compliance
Source: © Barbara Knight: the facilitatorIf you are using the source ensure source details are shown
Trend Analysis
Source: © Barbara Knight: the facilitatorIf you are using the source ensure source details are shown
0%
20%
40%
60%
80%
100%
5% 5%
28%20% 20%
5%
October
Thank you
Barbara Knight - the [email protected] / [email protected]
Driving High Performance Coaching
