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Coaching, Communication & Culture. 3 Approaches to Coaching Traditional Transitional Transformational Typical Training Scenario Assisting in moving from.

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Presentation on theme: "Coaching, Communication & Culture. 3 Approaches to Coaching Traditional Transitional Transformational Typical Training Scenario Assisting in moving from."— Presentation transcript:

1 Coaching, Communication & Culture

2 3 Approaches to Coaching Traditional Transitional Transformational Typical Training Scenario Assisting in moving from one post to another Drawn from a “Blue Sky” thinking scenario

3 Training Future Past Problems Opportunities

4 Mentoring Future Past Problems Opportunities

5 Counselling Future Past Problems Opportunities

6 Coaching Future Past Problems Opportunities

7 PUSH PULL solving someone’s problem for them helping someone solve their own problem NON-DIRECTIVE DIRECTIVE LISTENING TO UNDERSTAND ASKING QUESTIONS THAT RAISE AWARENESS MAKING SUGGESTIONS GIVING FEEDBACK OFFERING GUIDANCE GIVING ADVICE INSTRUCTING TELLING REFLECTING PARAPHRASING SUMMARISING The Coaching Spectrum ore.co.uk©

8 Listen The Chinese Character “Listen” Each Reflex (Brush Stroke) has a different Meaning, as indicated. Ear You Eyes Undivided Attention Heart

9 Communication Listening – To For From

10 Questions Ask primary questions around the Verbs that are used Ask further questions around the Adverbs & Adjectives used What How

11 Statements “ That’s not an easy decision to make.” “ There’s more than one decision to be made here.” Reinforcing Challenging

12 High Advocacy/Low Enquiry States Conclusions Imposes Solutions Gives no Examples Does not explain Thinking Explains Thinking Gives Examples Seeks others Opinions Probes Thinking Encourages Challenges Seeks Contrary Evidence Observes Withdraws Asks Questions Seeks Confirming Views Asks Leading Questions Discourages Challenge High Low High Advocacy Enquiry Mutual Learning Quality of Advocacy Quality of Enquiry

13 The 3-D Model Diagnose Design Do

14 WIN Coaching Want IntentNeed What do you want to happen? What are your intentions? What do you need to do?

15 AID Feedback Actually Happened IntentionsNeed What actually happened? What were your intentions? What do you need to do to correct the situation?

16 The Skill/Will Matrix Low SkillHigh Skill High Will Low Will

17 The Skill/Will Matrix Low Skill High Skill High Will Low Will Excite DelegateGuide Direct

18 ISTAR Diagram Incentive Sponsor Timescales Activitie(s) Recipient

19 Culture? Are you proud of your culture?

20 How to…Create a Coaching Culture “A coaching culture is one where coaching is the predominant style of managing and working together, and where commitment to improving the organisation is embedded in a parallel commitment to improving people” Clutterbuck and Megginson

21 The Key Components Physical Space Communication Time Identity

22 Further Connections Networked Mercenary Fragmented Communal

23 Diagnosing & Changing Organisational Culture based on the competing values framework Kim S. Cameron Robert E. Quinn

24 ? Vision SkillsIncentive Resource Action PlanConfusion += ? Skills Incentive ? Resource ? Action Plan ? = = = = = Frustration Gradual Change False Starts Change Anxiety


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