coaching for motivation mgma - joplin
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Coaching for Motivation MGMA - Joplin. “Ability is what you’re capable of doing. Motivation determines what you do. Attitude determines how well you do it.” Lou Holtz. Today’s Learning Objectives. - PowerPoint PPT PresentationTRANSCRIPT
Coaching for Motivation
MGMA - Joplin
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Today’s Learning Objectives
Distinguish the difference among growth coaching, motivational coaching, and performance coaching
Recognize how Emotional Intelligence is helpful in coaching
Understand how to listen attentively and ask open-ended questions
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Behavior that gets noticed…
gets repeated!
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What you focus on grows!What you focus on grows!
Definition of a Coach
…to give instruction or advice
What makes a great coach?
A Good Coach
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Knows his/her sport/business – understands the rules of the game
Seeks out new information – continues to learn Is a motivator – keeps it fun and challenging Instills discipline in his/her team Leads by example – walks the walk and talks the
talk Is a good communicator Is a good listener Is committed to the profession and to the team
Coaches We’ve Known…
We can learn what to do and how to treat people
Coaches We’ve Known
We can also learn what not to do and how people should not be treated
Remember when…
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I’m making a difference!
I’m making a difference!
People appreciate my gifts.
People appreciate my gifts.
I’m really valued here.
I’m really valued here.
Maybe I can do this!
Maybe I can do this!
Coaching can be learned
“Organizations highly effective at teaching managers to prepare for the coaching relationship were approximately 130% more likely to state they have strong business results.
These same organizations also indicated that they were nearly 33% more effective at engaging employees than ineffective organizations.
Clearly coaching can be taught.”Source: Bersin and Associates, High Impact Performance
Management: Maximizing Performance Coaching, November, 2011.
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Three Types of Coaching
1 Coaching for Motivation
2 Coaching for Growtho Coaching co-workers on a continual formal or
informal basis
3 Coaching for Performance Improvement
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The Importance of Emotional Intelligence When Coaching
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The Emotional Bank Account
What is Emotional Intelligence (EI)?
It is the ability to recognize and manage our emotions and interactions with others to achieve a mutually beneficial outcome.
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IQ versus EQ
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IQ EQ
- What’s the difference?
IQ measures cognitive abilities, such as• The ability to learn• The skilled use of reason•To think abstractly as measured by objective criteria (such as tests)•Mental acuteness•Logic and analytical skills
Emotional intelligence competencies include but are not limited to• Empathy• Creativity• Coping• Stress management• Leadership• Intra and interpersonal skills
Daniel Goleman in his book “Emotional Intelligence: 10th Anniversary Edition; Why It Can Matter More Than IQ”.
IQ versus EQ
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Empathy is…
The ability to see things through another’s eyes and relate to their feelings and thoughts. Walking in THEIR shoes!
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Power Stress
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Coaching with compassion is likely to enhance a leaders’ sustainability
Three components of compassion
1. Empathy or understanding the feelings of others
2. Caring for the other person3. Willingness to act in response to the person’s
feelings
Source: “Developing Sustainable Leaders through Coaching and Compassion,” Academy of Management Learning and Education, 2006, Vol. 5, No. 1. by Richard Boyatzis, Melvin Smith and Nancy Blaize, M.D.
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Are you…
a Manager?
a Coach?
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Difference between Managing and Coaching
“Coaching is about giving people the gifts of your presence, asking questions and listening to them”.
Robert Hargrove. Masterful Coaching Field book
Three most important coaching skillsOverall Rank
Employee Results Talent Management Results Business Results
1 Listening Actively (43%)
Reinforcing Positive Behavior (64%)
Reinforcing Positive Behavior (35%)
2 Reinforcing Positive Behavior (42%)
Listening Actively (63%) Listening Actively (32%)
3 Asking Open-ended Questions (41%)
Asking Open-ended Questions (56%)
Asking Open-ended Questions (31%)
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Ranked list of the most critical coaching elements to teach, based on the percentage of organizations with strong results that teach that element. (i.e. 35% of organizations with strong business results teach their leaders to reinforce positive behavior.) Source: Bersin and Associates, High Impact Performance Management: Maximizing Performance Coaching, November, 2011.
Motivational Feedback
Give someone approval for what they are doing as a way of reinforcing that behavior.
Also known as: Recognition Rewards
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Behavior that gets noticed…
gets repeated!
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What you focus on grows!What you focus on grows!
Motivational vs. Deficit Focused
Research shows minimum of 3 positive to 1 negative, 5 to 1 ideal, maybe even as many as 11 to 1 positive to negative statements.
“Positive Affect and the Complex Dynamics of Human Flourishing”, Barbara L. Fredrickson and Marcial F. Losada, American Psychological Association, Vol. 60, No. 7, 678-686, (2005)
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Attentive Listening…
Is one of the most important skills of an emotionally intelligent leader
Builds trust Encourages positive
problem-solving Truly takes practice
How Do You Show You’ve Attentively Listened in a Non-Verbal Way?
1. Maintain eye contact 2. Pause or be silent3. Eliminate distractions4. Use facial expressions5. Use body language
How Do You Show You’ve Attentively Listened Verbally?
1. Paraphrase by using a confirming statementExample: So you think____.
2. Summarize the key factsExample: What I heard you say was ___ and ___.
3. Ensure your interpretation of what was said is accurate
Example: So am I understanding you correctly, that you’d like to____? Or is it more that ____?
Difference between Open and Closed QuestionsOPEN-ENDED QUESTIONS CLOSED QUESTIONSSolicit more than a “yes” or “no” or other one-word response
Solicit a “yes” or “no” or other one-word response
Aim to get someone to talk Aim to limit talking or to control direction of conversation
Are useful when you want general information
Are useful when you want specific information
Common lead-ins are What, How, and Why
Example: How did you feel about the outcome?
Common lead-ins are Who, Which, Would, Are, Can, Have, Do, Is, Will, and May
Example: Were you pleased with the outcome?
Probing question are open-ended questions that do not introduce a new topic but allow you to probe further to find out more information.
Examples include: “How did you arrive at that decision?” “Could you give me an example?” “Why was that?” “Why is that important to you?” What was your thought process?
Probing Questions
Listening and Questioning Skill Practice
Decide on Speaker and questioner/listener
Speaker thinks of a topic passionate about
Round 1 – Attentive Listening
Round 2 - Questioner learns more about topic by asking open-ended and probing questions
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Remember
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Behavior that gets noticed…
gets repeated!
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What you focus on grows!What you focus on grows!
““Life is like a ten speed Life is like a ten speed bicycle. Most of us have bicycle. Most of us have gears we never use.”gears we never use.”
Charles SchulzCharles Schulz
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