1 / 26

Coaching In The OR Bill Berry

Coaching In The OR Bill Berry. Coaching in the OR. Dabo Swinney. Steve Spurrier. Learning How to Drive. A PowerPoint presentation A drivers manual The car keys and the freeway…. Knight, Jim. Instructional Coaching. California: Corwin Press, 2007. Print. Another Way. A PowerPoint

miette
Download Presentation

Coaching In The OR Bill Berry

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  1. CoachingIn The ORBill Berry

  2. Coaching in the OR Dabo Swinney Steve Spurrier

  3. Learning How to Drive • A PowerPoint presentation • A drivers manual • The car keys and the freeway… Knight, Jim. Instructional Coaching. California: Corwin Press, 2007. Print

  4. Another Way • A PowerPoint • A drivers manual • An introduction to the car • A lot of practice driving with a “coach” • Freedom Knight, Jim. Instructional Coaching. California: Corwin Press, 2007. Print

  5. What is Coaching?A Quick Review • Listening and watching • Asking questions about what you see or hear • Trying to improve people’s performance • Getting people to understand how to help themselves

  6. What Coaching Isn’t • Telling • Criticizing • Instructing/Teaching

  7. Show Me/Teach Me C O A Watch Me C H I N G Give Me Feedback

  8. When You Give Feedback • Keep it simple • Keep it focused • Be respectful • Be kind

  9. Rules To Guide You Think about: • What you saw • Will coaching be effective for this team: • Is the culture ready for coaching in the OR? • Should I coach in a one-on-one setting? • Am I right the person to coach? • What is going on in the OR • Is it a good time to coach?

  10. How Feedback is Usually Given • Criticizing • Telling • Yelling • One-sided • People are incompetent

  11. Coach By Asking People Questions You are coaching adults You want them to figure things out on their own – through REFLECTION You want them to come to their own solutions if possible You are guiding them – not telling them… you want the “light bulb” to go off

  12. Your Question: I wonder. . . Your Opinion: I think it is important to. . . . Your Observation: I saw . . . .

  13. Part 1: Your Observation • Tell them what you saw: • Be specific and clear • Stick to the “facts” as you saw them

  14. Examples of the Words • “I saw” • “I observed” • “I watched” • “The team did” • “The team didn’t” • “I noticed”

  15. Part 2: Your Opinion • Why you think what you saw is important • This is your chance to explain why you pointed out what you did

  16. Examples of Opinions • “I think . . . ” • “I believe . . .” • “It is really important to . . .” • “I am pleased because. . .” • “I am concerned . . .”

  17. Part 3: Your Question • It will help the team reflect on what happened and if done properly help them to understand why • You should try to be genuinely curious about what happened

  18. Examples of Questions • “Can you help me understand?” • “I am curious, what do you think happened?” • “How did that make you feel?” • “Where do you think your team was coming from?” • “What is your point of view?” • “How did you experience that?” • “I wonder what you think happened”

  19. The Three Parts Put Together • “I noticed that the team did not debrief at the end of the case.” • “I think that the debriefing is really important.” • “Can you help me understand why that happened?”

  20. Things to Be Careful About In Your Questioning

  21. Avoid Generalizations • “I noticed that communication wasn’t very good. I think that having good communication is important. Can you help me understand what happened?” • Instead, give specific examples.

  22. Avoid Assuming You Understand People’s Actions • "I noticed that you skipped the introductions because you were in a hurry.”

  23. Avoid Making the Team Guess What You Are Thinking • “Can you tell me what you did wrong?” [when you already know exactly what you are after]

  24. Avoid Questions That Already Contain the Answer • “Don’t you think it would have been better if you would have done…” • It’s better to let them figure it out rather than have you tell them so ask: Is there a better way that you could have done that?

  25. Avoid Disguising a Statement as a Question • “You didn’t really want to do that, did you?”

  26. Avoid Singling Out Individuals When You Are Coaching The Team • “Dr. Brown I noticed that you didn’t participate in the briefing section. I think the briefing section is important. Can you tell me why?

More Related