1. Walking the Fine Line between Training and Coaching
Dana Poklepovic
Walking the Fine Line between Training and Coaching
Part 2
Weekend Workshop – May 2017

2. Today … Where does Business English stand?
What do we need to do to apply coaching in BE sessions?
Practice: BE activities

3. TRAINING COACHING Motivate to increase performance
Transfer knowledge, skill
Tell about new system, rules
Give info about …
Motivate to increase performance
Help attain results
Guide to change behavior

4. BUSINESS ENGLISH Direct To learn Trainer expert Assessment Content
Question driven
To develop
Coach not expert
Reflection, feedback
Behavioral, job
BUSINESS ENGLISH

5. Self-Reflection What beliefs do I hold about my profession?
How can we, as a community, meet the market demands in this area? I

6. Change management Promotions A new role/ project Decision making
75% of millennials expect a coaching style of management.
60% senior executives need coaching to adapt.
Workplace Communication
New patterns of conversation
Support
Guidance
Motivation
Reflection
Teaching – a new skill for managers
Change management
Promotions
A new role/ project
Decision making
Effective delegation
Enhance team building
Behavior change
Language
Skills
Goals
Results
Cultural elements
Emotions and behavior

7. Marc: Level: A2. Grain trader.
“I participate in conference calls. It’s so hard for me to understand speakers on the phone”…
Vicky: Level: B1. Receptionist. Polite but introvert.
“I become paralyzed when foreign visitors come to the building”.
John: Level B2. Production Manager. Interacts with foreign partners.
“I feel frustrated. I speak fluent English but still they (partners) don’t provide the expected information”

8. How to apply a coaching approach?
TRUST
OWNERSHIP
REFLECTION & CHALLENGE
EMOTIONS
TRANSFORMATIONAL LEARNING

9. What assumptions do I hold about my client?
Trust
Believe in your client’s potential
Engage with ears, eyes, mind and body.
Empathy. Listen with your heart.
Non judgmental
Ask for permission.
Coach presence – in transparency
T: Can I ask you about the merger… how’s it going?
C: No news… but April is a key month you know..I mean, with decisions. The CEO has to make them, but decisions are slow.
What assumptions do I hold about my client?

10. What do I have to let go to empower my client?
Empowerment
Responsibility for learning outcome. Ownership.
Awareness of own possibilities. Self-efficacy.
Autonomy. Transfer to real life scenario. Self-confidence
Discuss alignment of content to the job.
How specifically can you use it?
Let them drive the agenda
Set goals. Agree on milestones.
Group autonomy and collaboration. Authority = responsibilities.
Resources
Limit trainer’s intervention
To support and guide. Allow for errors. Constructive feedback.
What do I have to let go to empower my client?

11. Reflection & challenge
Awareness of own beliefs. Barriers to growth.
Look at things from a different perspective
Powerful, challenging questions
Reframe, summarise, paraphrase
Pacing and mirroring
Challenging questions
1to1: reading, listening, job interview, presentation skills.
Group: trainer’s intervention, guide for learners.
Why don’t you take action?
Why can’t you do that?
What’s stopping you from…?
What evidence do you have to support this belief?
Who do you need to be?

12. What is the emotion I hold back in class?
Emotional Agility
Don´t get bogged down in fear, anxiety… = unproductive communication.
Awareness of own and others’ emotions.
Acceptance – Detached observer.
Choice of communicative response.
Divide into groups.
Assign a situation + emotion.
Role play. The other group: acts upon. Guess emotion. Observe: language, non verbal.
Debrief: How did I feel with (emotion)? What could be different?
What is the emotion I hold back in class?

13. Transformational learning
Deep and long-lasting learning.
Co-construction: Language is transformational. When people talk and engage with others relationally, the world gets constructed.
What type of conversations do we/ our clients have? To open/ close possibilities?
How do I co construct the relationship with my client?

14. Problem solving - Make effective meetings Reflect:
Head Questions
Where are we heading?
What will success/failure look like for us?
If we resolved the problem, what would… be saying?
What do we think about ….?
Body Questions
What is going on now?
What has been tried already?
What is our gut instinct?
What do we feel about ….?
Leg Questions
Where could we go for assistance/ answers?
What support do we need?
If we walk through this proposal, ….?
Feet Questions
Where are our next steps?
On a scale of 1-10 how committed are we to taking those steps?
How volatile/ stable is the context?
Level B1
Problem solving - Make effective meetings
Reflect:
What part of the body was more Important to reach agreement?
To change perspective?
How did you feel..?
Copyright Paul Tizzard

15. Vision – Setting goals What is my commitment?
Inspirational goal. Descriptive.
“I’d like to take over the role of … so that I could …. This would enable me to….”
As if already achieved. Emotions.
I am in my new role and it feels great to be leading the sales team and have new challenges. I am happy with the support of senior management.
Current reality
I have not talked about my desire with anyone yet.
Plans
Meeting with boss next month.
What is my commitment?
What are the possible obstacles? How do I plan to overcome them?
Visualization. Affirmations.

16. Takeaways…
What do I need to do to my current practice to apply a coaching approach?
How do I plan to do that?

17. Thank you!
@danapokle