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Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk Coaching and Appreciative Inquiry as facilitation tools.

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Presentation on theme: "Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk Coaching and Appreciative Inquiry as facilitation tools."— Presentation transcript:

1 Sandra Greve / September 8th and 9th Coaching and Appreciative Inquiry as facilitation tools

2 Sandra Greve / September 8th and 9th Why? The QSE challenges Greater awareness that QSE are a team on its way to double the size within short time. QSE in Varde as a "headquarter" Greater internationalization (China, the U.S. and India) Employees from China and India, with leaders in the U.S. (training in culture has started) Breaking the current professional boundaries down and use our profiles with greater awareness (MBTI process has started) Solutions A facilitationg role, even though we know the answers. Process awareness instead of product/operating thinking Tools: Training in facilitation of processes Aware of involving all relevant internal/external stakeholders Tools: Coaching and Appreciative Inquiry

3 Sandra Greve / September 8th and 9th Elements in facilitation Facilitating of processes Setting Theatre metaphors Back stage Front stage Selfsetting Seducing your audience Show the best version of yourself Rhetorical techniques Coaching Appreciative Inquiry Physical exercises Energizers Creative methodologies Intuitive skills Feeling process Meta and micro perspective Watch us and you're going to try it We explain, what we do and feel Lecture by Sandra and two workshops (E+!) Watch us and you're going to try it Lecture by Mette and one workshop (?)Two workshops about facilitation in QSE (Q+E)

4 Sandra Greve / September 8th and 9th Coaching as a facilitation tool involving relevant internal/external stakeholders In my own words: Teaching people how to fish instead of serving them a fish each time they are hungry. A rhetorical tool, that creates development and learning by listening, asking and motivating. A relation without power and status. We remember and learn better when we find the solution ourselves, rather than being told.

5 Sandra Greve / September 8th and 9th Coaching as a facilitation tool involving relevant internal/external stakeholders From linear to circular understanding Linear understanding Finding causes of actions and events "Like pearls on a string" What is the reason? Who is to blame? Circular understanding Challenge patterns of acts and events To understand not explain How…. with the curiosity and interest Effect of own actions on others We choose how we will react, respond and act Action 1 Action 2 Action 3 Proces 3 Proces 2 Proces 1

6 Sandra Greve / September 8th and 9th Metaperspective (facilitation) proces, patterns, tendencies, circular and reflexive thinking Mikroperspective (instruction) product, operation, details, linear thinking, cause and effect From frog to bird perspective past future present + coaching

7 Sandra Greve / September 8th and 9th Meta perspective tendencies Micro perspective tendencies Coaching compared to other management/communication tools Tool Relation Based on power Free of power Answer Question Instruction Councelling Guidence Mentoring Supervision Coaching Mediation/ Facilitation

8 Sandra Greve / September 8th and 9th What personal characteristics do you think a good coach should be in possession of ?

9 Sandra Greve / September 8th and 9th Stages and types of questions Linear logic Circular logic Introductory questions Influencing questions Introductory questions Identification of the problem Circular questions Exploration of the problem Reflexive questions New perspectives and action- opportunities Objective, planning and follow-up Behavior related questions Roles between the partners and Psycological contract Rounding and evaluation of the conversation meta micro

10 Sandra Greve / September 8th and 9th What are the right questions? The coach has to: strengthen the coachees own attention to the situation clarify coachees relation to the situation clarify coachees abilities help the coachee focus on own strategies to cope help the coachee deal with own concrete actions help the coachee liberate imagination and "crazy" ideas in relation to consequences of the possible and desirable changes

11 Sandra Greve / September 8th and 9th Typical ”errors” for the untrained coach In a coaching session To believe you have the solution To propose solutions Not resolved goals To give too little time for reflection To follow your own agenda Afraid to ask about feelings To coach without the "contract" To be unrealistic

12 Sandra Greve / September 8th and 9th What does Appreciative Inquiry mean? involving relevant internal/external stakeholders Appreciate To appreciate or admire high To judge with lofty understanding To recognize with gratitude Inquiry To seek in to To explore To search for information by asking

13 Sandra Greve / September 8th and 9th Appriciative Inquiry - basic assumptions It is important to appreciate diversity The language we use creates our reality Focus on what works The reality created in the moment and there are many realities If we take something from the past, it should be the best

14 Sandra Greve / September 8th and 9th Discovering Stakeholder engagement, exploration af best experiences, hopes and priorities for future Dreaming Provocative proporsitions, principles Designing Organisational implications, Key strategies Delivering Strategic deliverables, achievements 4D-model Appreciative Inquiry approach Successes Gold searching Dreams of the future Fantasia Common ambitions Mount Everest Actions Being the gold

15 Sandra Greve / September 8th and 9th How do Coaching and Appreciative Inquiry relate to facilitation? Facilitation (approach and tool) Coaching (tool) Appreciative Inquiry (approach) 4D model is a tool

16 Sandra Greve / September 8th and 9th Take a break…


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