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Our slide deck from a recent workshop to be shared within the DPG Community
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Coaching for
Performance
Facilitator: Kevin Faulkner
• By the end of the workshop you will be able to:-– State what coaching means in a “WANO” context– Explain why this is important– Identify Knowledge, skills and attitudes appropriate
for success– Describe the O.R.E.O. model.– State potential barriers to success considering the
results of self-analysis – Explain when to provide feedback and an effective
process in giving it– Demonstrate your coaching skills by participating
in a practice coaching session with colleagues.
Workshop Objectives
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“We are what we repeatedly do. Excellence then, is not an act, but a
habit”.
Aristotle
Knowledge
Desire Skills
H
“HABITS”
Why the Focus?• Promotes both independence and
interdependence• Enhanced self esteem and self responsibility
– the bedrock of creating empowerment• Substantially increases motivation and
engagement• Facilitates “Discretionary effort”• Enables continuous improvement• Aligns with WANO’s principles & Values
© DPG plc
“Unlocking a person’s potential to get the most out of their performance.”
John Whitmore
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“The test of an effective coach, is that when they leave, others will carry on successfully” Anon
“You get the best efforts, not by lighting a fire beneath them but building a fire within them” Bob Nelson
Group Activity
What do excellent coaches do/don’t do?
“Coaching is a conversation, a dialogue whereby the coach & individual interact in a dynamic exchange to achieve goals enhance performance and move the individual to greater success”.
Zeus & Skiffington
Skill Set includes:-• Using Powerful Questions • Active Listening & Observation• Giving quality feedback• Maintaining Objectivity• Recognising difference• Understanding “Self”
Positive Exchange
Receptive
Recognition
Empathic
Listening Encouragement
Respect
Collaboration Showing Interest
Observe
Record
Enquire
Outline
PULL
PUSH
LISTENING TO UNDERSTAND
ASKING QUESTIONS THAT RAISE AWARENESS
MAKING SUGGESTIONS
GIVING FEEDBACK
OFFERING GUIDANCE
GIVING ADVICE
INSTRUCTING
TELLING
REFLECTING
PARAPHRASING
SUMMARISING
The Coaching Spectrum
Driving Change/Improvement
Enabling Change/Improvement
Where Possible:
“Ask, Don’t
Just Tell”
“Give the man a fish, he’ll feed for a day.
Teach him how to fish, he’ll feed for life”
Anon
•Who•What•Where•1-10 Rating
•When•How•Tell Me•“Why”
Active Listening • What is it?• How does this differ from hearing?• How can we demonstrate it? • What interferes with it?• What is its importance in the
coaching process?
Feedback
Colleague Centric • Self Assessment• Personal Rating• Identification of
areas of strength, change/continuous improvement
Observer Centric • Specific• Objective• Timely• Effect/impact • Reaction• Future
What do you see?
Emotional Intelligence
Self Awareness
Social Awareness
RelationshipManagement
Self Management
Personal Competence
Social Competence
What I See What I Do
Personal Styles Preferences
Intuition
Sensing
Feeling
Thinking
How we gather Information
How we make Decisions
Personal Styles Preferences (Carl Jung - Psychological Types)
SENSOR: Prefer facts, and data. Practical, systematic. Lives in “Here and now”, action-orientated. Rely on direct experience and realism. Can act first and think later
INTUITOR: Forming concepts and relationships from experience .Searching for “why”.
Ideological, visionary. Can avoid detail , easily bored.
THINKER: Structured, rational, objective, logical, and analytical . Attention to detail. Can
be seen as impersonal
FEELER: In-tune with feelings. Empathic, sentimental, more concerned
with reactions. Can find dealing with hard issues challenging
“Skills Practice”
Think about today . . .
26© DPG plc
• By the end of the workshop you will be able to:-– State what coaching means in a “WANO” context– Explain why this is important– Identify Knowledge, skills and attitudes appropriate
for success– Describe the O.R.E.O. model.– State potential barriers to success considering the
results of self-analysis – Explain when to provide feedback and an effective
process in giving it– Demonstrate your coaching skills by participating
in a practice coaching session with colleagues.
Workshop Objectives
© DPG plc
Thank you