1. Coaching Essentials: Module #1
IMS Consulting Group

2. Susan Scott, Fierce Conversations
“ While no single conversation is guaranteed to change the trajectory of a career, a company, a relationship or a life – Any single conversation can”
Susan Scott, Fierce Conversations

3. Introductions Name What do you hope to get out of today?
iCN Coaching Essentials 2013

4. Learning Outcomes for this Course
The key learning objectives for the course will help you:
Understand the mindset of an effective Coach
Learn how coaching impacts performance
Practice effective coaching conversations in different contexts
Commit to building a coaching culture
iCN Coaching Essentials 2013

5. Coaching Essentials – Agenda
Topic
Introductions – our expectations and your resources
Module #1: Becoming an Effective Coach
Break
Module #1: Becoming an Effective Coach (con’t)
Module #2: GROW coaching: Overview
Lunch
GROW: Practice coaching ‘good to great’
GROW: Practice coaching on a development issue
GROW: Practice coaching in the moment
Module #3: Call to action/Next Steps
iCN Coaching Essentials 2013

6. The role of the Coach at IMSCG is critical to the success of the Apprenticeship Model
Performance Management
Maintain a current and comprehensive view of Coachee performance, ensuring timely feedback, clarity of performance expectations and guidance through annual performance cycle
Expectations
Guidance
Provide trusted and clear advice to Coachees on their long-term career as well as their specific career path at IMSCG. Also, help with day-to-day decisions and serve as single point of leadership/mentor throughout the year
Engagement
Drive the performance and engagement of Coachees to promote development, morale, work/life balance and ultimately a high performance culture
iCN Coaching Essentials 2013

7. Module #1: Learning Outcomes
Understand the coaching mindset
Improve your listening skills
Know the difference between behaviors and inferences
Be prepared to set SMART goals
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8. Confidentiality
As we work with each other in exercises throughout the day, please remember and commit to
All coaching in breakouts today is confidential
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9. Exercise: Think of an experience in your career where your Coach/Manager helped with your development?
What was positive about the experience?
What could have been better?
What did you learn about how to develop people?
Reflection: 5 minutes (write notes)
Debrief: 10 minutes
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10. What does it take to be an effective Coach?
Coaching mindset
Effective Coach
Focus on behaviors
Driven by SMART Goals
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11. The coaching mindset is a way of leading
Inquire
Re-wire
Inspire
Stay curious – use questions more than answers
Be open
Get the facts
Clarify expectations
Set goals to change behavior
Broaden perspectives
Provide frequent, specific, positive and developmental feedback
Be accessible
Strive to be fair and objective
Model the way
Coaching mindset
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12. The coaching mindset leads to purposeful coaching conversations
Focused on goals to change behaviors that change results
It is an interactive process in which the
Coach asks thought provoking questions
To help the Coachee discover a new perspective
Broadening their lens and expanding possibilities
This leads individuals to reflect and talk about options
To create their own solutions and make a commitment
To practice, change, or execute
While the Coach listens carefully and
Challenges, supports, and helps you reach your full potential
Coaching mindset
iCN Coaching Essentials 2013

13. It is important to know the difference between “telling” or “teaching” and “coaching”
When you “tell” someone how to do something, you are doing the thinking. They are following
“Tell” is used when the skill and experience is lacking and time is short
Teach
When you “teach” someone, you are explaining how to accomplish a task, using standard methods
“Teach” is used when you want to develop new repeatable skills and there is time to invest in learning
Coach
“Coaching” is used when the Coachee has the potential to create their own solutions
Coaching builds confidence in the individual to solve problems in the future
Coaching mindset
iCN Coaching Essentials 2013

14. An effective Coach focuses on behaviors: Know the difference between behaviors and inferences
What someone actually says or does
Represents what we actually observe without reference to why (what their motivations might have been)
“John missed his deadlines three times this month”
Inferences
Assumption or conclusion about the behavior that is helps us make meaning out of the behavior
“John lacks commitment to the project”
Focus on Behaviors
We don’t coach to inferences or assumptions; we coach to improve demonstrated behaviors
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15. Exercise: Behaviors and Inferences
Review these statements and decide which statements are descriptions of behaviors and which are inferences
Jack is not ready to be in front of the client
Will is a poor communicator
A client called to tell me that the presentation Sara presented today was clear, accurate, and insightful
He is very argumentative
You have asked good, open-ended questions that help us explore possibilities
Focus on Behaviors
Reflection: 5 minutes
Debrief: 5 minutes
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16. Inferences become stories that we carry, impacting our objectivity
What is the consultant’s story?
“The client doesn’t know what they want”
What is your story?
“This consultant can’t deliver what the client is asking for”
What are the facts?
Remember: behaviors vs inferences “The client asked for another view of the data”
Focus on Behaviors
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17. How do you get the facts about the behaviors?
Observe
How do you observe when you aren’t there?
Ask Questions
What are the best types of questions?
Listen
How do you listen without distraction?
Focus on Behaviors
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18. One of the key outcomes of coaching is to change perspectives
We all bring different perspectives to the workplace based on our experiences, training, and life lessons
Your team member’s perspectives will be different than yours
Coaching is a conversation which allows us to understand each other’s perspectives and see the issue through another’s eyes
This understanding can lead to breakthroughs in thinking and agreement on the way forward
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19. Exercise: An example of different perspectives
What does the word “overwhelm” mean to you?
Please write it down and then we will share with the group.
5-minute exercise and debrief
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20. Yogi Berra quoted in Fierce Conversations
“It was impossible to get a conversation going: everyone was talking too much”
Yogi Berra quoted in Fierce Conversations

21. Listen: The most critical skill
WAIT
Why Am I
Talking?
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22. Exercise: Listening and asking questions
Form groups of three:
Storyteller
Storyteller uses an example of a management challenge in the past
Storyteller describes the situation and the challenge
Listener
Listener asks questions and listens for facts
Observer
Observer makes notes on the conversation 1 2 3
Discussion: 10 minutes
Debrief: 10 minutes
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23. Debrief
Was the story based on facts or assessments? Behaviors or inferences?
Storyteller: What was difficult about telling the story?
Listener: What was difficult about asking the questions?
Observer: Were there any moments of increased clarity or a new perspective?
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24. Expectations should be set with the Coachee using SMART goals
Setting Expectations
Be specific
Agree on measures of success
Ensure the expectations are attainable and realistic
Establish time-frame
Quality of commitment?
Check for understanding
Get verbal “yes” or agree on time frame for next check in
Check in frequently
Driven by Smart Goals
“I’ll try” “Maybe” and silence are not acceptable responses
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25. SMART goals are effective in creating a shared language about expectations
Specific: Set clear, unambiguous expectations
Measurable: Quality, quantity, time
Attainable: Skills, challenge, stretch
Realistic: Resources, support, culture
Time bound: When, check-in, completion
Driven by Smart Goals
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26. Exercise on setting SMART Goals
Identify one behavior that you want to change about yourself
Develop SMART goals for this behavior
Meet with a partner to coach each other on changing behaviors 1 2 3
Individual: Develop goal 5 minutes
With Partner: Coaching on goals 10 minutes
Class: Debrief 10 minutes
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27. The Coaching conversation is always confidential
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28. Debrief Do your goals meet the SMART criteria?
What was most difficult about setting the goals?
What will be most challenging in meeting the goals?
How frequently do you set SMART goals with your Coachee? What are the results?
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29. What does it take to be an effective Coach?
Coaching mindset ✔
Effective Coach
Focus on behaviors ✔
Driven by SMART Goals ✔
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30. End of Module #1
iCN Coaching Essentials 2013