Coaching Essentials: Module #1 IMS Consulting Group

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

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

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

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

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

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 iCN Coaching Essentials 2013

Confidentiality As we work with each other in exercises throughout the day, please remember and commit to All coaching in breakouts today is confidential iCN Coaching Essentials 2013

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 iCN Coaching Essentials 2013

What does it take to be an effective Coach? Coaching mindset Effective Coach Focus on behaviors Driven by SMART Goals iCN Coaching Essentials 2013

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 iCN Coaching Essentials 2013

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

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

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 iCN Coaching Essentials 2013

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 iCN Coaching Essentials 2013

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 iCN Coaching Essentials 2013

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 iCN Coaching Essentials 2013

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 iCN Coaching Essentials 2013

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 iCN Coaching Essentials 2013

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

Listen: The most critical skill WAIT Why Am I Talking? iCN Coaching Essentials 2013

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 iCN Coaching Essentials 2013

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? iCN Coaching Essentials 2013

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 iCN Coaching Essentials 2013

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 iCN Coaching Essentials 2013

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 iCN Coaching Essentials 2013

The Coaching conversation is always confidential iCN Coaching Essentials 2013

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? iCN Coaching Essentials 2013

What does it take to be an effective Coach? Coaching mindset ✔ Effective Coach Focus on behaviors ✔ Driven by SMART Goals ✔ iCN Coaching Essentials 2013

End of Module #1 iCN Coaching Essentials 2013