basic understanding of coaching n.
Download
Skip this Video
Loading SlideShow in 5 Seconds..
Basic Understanding of Coaching PowerPoint Presentation
Download Presentation
Basic Understanding of Coaching

Loading in 2 Seconds...

play fullscreen
1 / 51
melanie

Basic Understanding of Coaching - PowerPoint PPT Presentation

0 Views
Download Presentation
Basic Understanding of Coaching
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. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript

  1. Basic Understanding of Coaching Yale Consultancy SdnBhd info@yaleconsultant.com +60 3 2021 0577 Yale Consultancy Sdn Bhd

  2. What people used to think of when they heard “coach”… “I could be the next Tiger Woods…” OR Yale Consultancy Sdn Bhd

  3. What Coaching Is: ICF Definition “Professional Coaching is an ongoing professional relationship that helps people produce extraordinary results in their lives, careers, business or organizations. Through the process of coaching, clients deepen their learning, improve their performance, and enhance their quality of life. “In each meeting, the client chooses the focus of conversation, while the coach listens and contributes observations and questions. This interaction creates clarity and moves the client into action. Coaching accelerates the client's progress by providing greater focus and awareness of choice. Coaching concentrates on where clients are now and what they are willing to do to get where they want to be in the future, recognizing that results are a matter of the client’s intentions, choices and actions supported by the coach’s efforts and application of the coaching process.” International Coach Federation (www.coachfederation.org) Yale Consultancy Sdn Bhd

  4. Difference Between Counseling and Coaching Yale Consultancy Sdn Bhd

  5. Difference Between Counseling and Coaching Yale Consultancy Sdn Bhd

  6. Difference Between Coaching and Mentoring Yale Consultancy Sdn Bhd

  7. Difference Between Coaching and Mentoring Yale Consultancy Sdn Bhd

  8. Current State of the Profession • Started in late 1980’s; ICF incorporated in 1995 and now has over 8000 members • There are between 30,000 and 40,000 coaches in practice • Coaching is the second fastest growing profession next to management consulting • 60 percent of organizations currently offer coaching or other developmental counseling to managers, execs • Most people change careers 10-14 times in their lives • Coaching is the “cutting edge” or newest skillset being used in career development and workforce development Yale Consultancy Sdn Bhd

  9. The Big Picture DIRECTIVE ENABLING Instructors, Teachers, Consultant Trainer Mentor Facilitator Coach Yale Consultancy Sdn Bhd

  10. Coaching versus Other Roles: Where is the Focus? Professional Client Instructor Trainer Consultant Manager Mentor Facilitator Coach Yale Consultancy Sdn Bhd

  11. Why Coaching is Growing so Quickly Now • More… • Job/career changes • Speed/information • Competition • Connectivity • Complexity • Changing… • Work contract • Business structures • Work ethic • Values Yale Consultancy Sdn Bhd

  12. Why Coaching? • The main reasons why organisations need coaching activities: • To maximize knowledge transfer • To increase the skill levels • To succession planning Yale Consultancy Sdn Bhd

  13. Why Coaching • To maximize knowledge transfer • Coaching provides a learning channel that effectively transfer knowledge within the organisation. • Critical knowledge is maintained in the organisation. • Contextual learning is evident Yale Consultancy Sdn Bhd

  14. Why Coaching • To increase skills levels • To coaches can very effectively transfer core skills • Customization of skills in relation to the core activities of business is retained. • Cross training of staff can be achieved. Yale Consultancy Sdn Bhd

  15. Why coaching? • For succession planning • The ability for the organisaiton to identify “fast track” candidates and prepare them for new jobs is enhanced by coaching • Coaching can ensure continuity of performance when key staff leave the organisation because core skills have been transferred. Yale Consultancy Sdn Bhd

  16. Who will be benefited through coaching? Yale Consultancy Sdn Bhd

  17. How Many Organizations Try to Improve Productivity • Relying unduly on training • Failing to identify strengths • Settling for surface-level performance coaching Yale Consultancy Sdn Bhd

  18. A Better Way • Combine coaching with training: when training is combined with coaching, individuals increase their productivity by an average of 86 percent, as compared to 22 percent with training alone. (Research by CCI graduate Denise Bane et al published in Public Personnel Management Magazine) • Focus on strengths, talents, and passion: Workers who are engaged in their work (see next slide) are doing what they love and have ongoing challenge. • Use QuantumShift!™ coaching: For lasting change, coaching must go beneath the surface issue to the beliefs – and even identity – of the person involved. Yale Consultancy Sdn Bhd

  19. Career Coaching Principles • Premise: Everyone can have work they love that pays well • In coaching, “It’s all about them” • The best coaches have training, experience, models, and many tools • Power for change emerges from testing assumptions • Unlikely events can occur if we and our clients are open to synchronicity Yale Consultancy Sdn Bhd

  20. Career Coaching Strives for 4 Key Outcomes 1.Enhanced self-awareness, 2.Clarity regarding life purpose and goals, 3.Increased ability to manage one’s own changing career, and 4. Improved quality of life Yale Consultancy Sdn Bhd

  21. Why Career Coaching Now? • More… • Job/career changes • Speed/information • Competition • Connectivity • Complexity • Changing… • Work contract • Business structures • Work ethic • Values Yale Consultancy Sdn Bhd

  22. Benchmarks 6 out of 10 organizations currently offer coaching or other developmental counseling to their managers and executives --Manchester, Inc. 1/01 Top reasons for offering coaching: • Sharpen leadership skills of high potentials (86%) • Correct management behavior problems (72%) • Ensure success/decrease failure of newly promoted managers (64%) • Correct employee relations problems (59%) • Provide required management and leadership skills (58%) Yale Consultancy Sdn Bhd

  23. Career Coaching Individual Skills, Passion, Purpose Corporate or Marketplace Need + $ INTEGRATION Productivity Fulfillment Engagement Yale Consultancy Sdn Bhd

  24. Elements of Authentic Vocation™ • Life purpose • Values • Motivators • Skills • Experience • Desired Job/Position • Work Environment Filtered Through: Business Reality Authentic Vocation Yale Consultancy Sdn Bhd

  25. Personal Freedom Through Authentic Vocation • Authentic = aligned with one’s essence; a “strength” per Buckingham • Vocation= calling; a profession to which one is particularly suited; a life’s work Yale Consultancy Sdn Bhd

  26. EFFECT OF EMPLOYEE ENGAGEMENT ON CUSTOMER LOYALTY, SALES & PROFITSBased on work by James K. Harter, PhD, Senior Research Director, Q12 Management, The Gallup Organization, and Frank L. Schmidt, Ralph L. Sheets Professor of Human Resources, College of Business, University of Iowa. Business Reality: the Impact of Coaching on the Bottom Line From: “TAKING FEEDBACK TO THE BOTTOM LINE “ BY JAMES K. HARTER, Gallup Management Journal, Spring 2001 Yale Consultancy Sdn Bhd

  27. Demonstrated ROI Executive coaching provided to 100 executives from Fortune 1000 companies was recently shown to produce a return on investment (ROI) of 5.7 times the cost of the coaching --Manchester, Inc. 1/01 Yale Consultancy Sdn Bhd

  28. Demonstrated ROI • IPMA survey – 88% productivity increased when coaching was combined with training. • MetrixGlobal study on Furtune 500 companies that 529% • Average increase in productivity Metropolitan Life Insurance company 35% • MetLife invested US 620K, realized US 3.2M in measurable gain. Yale Consultancy Sdn Bhd

  29. Results of Coaching According to industry research, when training is combined with coaching, individuals increase their productivity by an average of 86 percent, as compared to 22 percent with training alone. --Research by CCI graduate Denise Bane et al published in Public Personnel Management Magazine Yale Consultancy Sdn Bhd

  30. How to Choose Your Coach? • Characteristics: • Belief in human potential • Focus on learning • Let those couched do the work • Active listening • Set the performance management system as a support for the coaching activity. Yale Consultancy Sdn Bhd

  31. How to Choose Your Coach? • Attitude • Flexibility • Responsibility • Assume ability on the part of those being coached • Increase the available choices • Facilitate continuous improvement Yale Consultancy Sdn Bhd

  32. Where can you get it? Yale Consultancy SdnBhd is the solution Yale Consultancy Sdn Bhd

  33. Methodology Yale Consultancy Sdn Bhd

  34. Type of Coaching Yale Consultancy Sdn Bhd

  35. Three Levels of Coaching Shift in Behavior Shift in Beliefs Shift in Identity Level 3 Coaching Level 2 Coaching Level 1 Coaching Yale Consultancy Sdn Bhd

  36. 3 Levels of Coaching: Example John was a member of a work team, but at team meetings sat quietly, did not offer ideas, folded his arms and looked away during the discussion. • Level 1 (behavior): try to change his withdrawing behavior, train him in communication and body language • Level 2 (beliefs): explore his beliefs about being on a team, see if anything is demotivating him about the team situation, expand awareness through MBTI or another assessment • Level 3 (identity): probe how he views himself, the “who” behind the behavior; ask “Who do you need to be to be more engaged?” Yale Consultancy Sdn Bhd

  37. Coaching Model Yale Consultancy Sdn Bhd

  38. Before Coaching Session • Psychological test is conducted to ensure the success of the process. • The function of the psychological test is to determine the different behaviour style. • Behaviour style helps the coach to determine effective method to communicate with coachee. Yale Consultancy Sdn Bhd

  39. Behaviour style Supporting Direct Indirect Controlling Yale Consultancy Sdn Bhd

  40. Coaching with Doves clients Support their feelings by showing personal interest Assume that they’ll take everything personally When you disagree, discuss personal feelings Allow them to time to trust you Move along in an informal, slow manner Show that you are actively listening Provide guarantees and personal assurances that any actions involve a minimum of risk Yale Consultancy Sdn Bhd

  41. Coaching with Peacock clients Support their opinions, ideas and dreams Don’t hurry the discussion Try not to argue Agree on the specifics of any agreement Summarize in writing who is to do what, where, when Be entertaining and fast moving Use testimonials and incentives to positively affect discussion. Yale Consultancy Sdn Bhd

  42. Coaching with Owls clients Support their organized, thoughtful approach Demonstrate through actions rather than words Be systematic, exact, organized and prepared. List advantages and disadvantages of any plans. Provide solid, tangible factual evidence. Provide guarantees that actions can’t backfire. Yale Consultancy Sdn Bhd

  43. Coaching with Owls clients Support their goals and objectives Keep your relationship business like If you disagree, argue facts, - not personal feelngs Recognize their ideas – not fhem personally To influence decisions, provide alternative action with brief support analysis. Be precise, efficient and well organized. Yale Consultancy Sdn Bhd

  44. Which Behaviour Style do you Belongs to? Consult Us and do a Test We help you to optimize the results through customized coaching planning Yale Consultancy Sdn Bhd

  45. What Kind of Questions to Ask? Information Questions • Why is this happening to me? • Why am I such a failure? • Why aren’t I better at this? • Why did she say that? Wisdom Access Questions • What do I need to get through this? • What will get me what I want? • What can I do to improve? • What was my part in that? Excerpted from Living Your Best Life by Laura Berman Fortgang (Tarcher/Putnam 2001) Yale Consultancy Sdn Bhd

  46. Let’s Take a Break • When we come back • Observe a facilitated coaching triad at work! Yale Consultancy Sdn Bhd

  47. What Career Coaching Is “Career coaching is an interactive process of exploring work-related issues – leading to effective action – in which the coach acts as both a catalystand facilitatorof individual and, in turn, organizational development and transformation.” Bench, Marcia, Career Coaching: An Insider’s Guide Yale Consultancy Sdn Bhd

  48. Career Coaching Contexts • Internal Coaching • Employee career development • Manager to leader transition • Change management • Life/work balance • External Coaching • Career decisions • Job search strategy • Outplacement coaching • Work enhancement Yale Consultancy Sdn Bhd

  49. Career Coaching in Action • Observe a facilitated coaching interaction • If time, try it yourself! • Select a role – • coach, person being coached, or observer • Rotate • Discuss learning Yale Consultancy Sdn Bhd

  50. Conclusion • Career coaching is “all about them” • Career coaches make a difference because they help people find work that fulfills them and benefits the employer and the world at large • Now that you’ve experienced coaching, consider taking it further! Yale Consultancy Sdn Bhd