Coaching in practice

I

MISSION: CREATING WORKING

CULTURES OF DREAM

Date

Definitions – coaching related with other?

- Councelling, Teaching, Advicing, Knowledge providing,

- Supervising: based on wellbeing of an individual - therapy

- Coaching: based on strategy -1) linear: solution based -2) circular: understanding based - more therapeutic

- Directive & Controlling – Selfdirective?-Mentoring-Confronting- …”godfather / godmother”

Date 3

Identity of a

Consultant?

Coach

Technical expert

Strategist

Influencer

Administrator

Problem solver

Facilitator

Mentor

Process promoter

Other

Lecturer

Challenger

What is coaching?

“Coaching is partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential”

Date 4

Date 5

Consultant’s approaches & identities

Non-directive

Directive

Process skills Content knowledge

Consultant as a process

promoter & facilitator &

coach

Consultant as

mentor

Consultant as an expert(I tell you)

Consultant as a problem

solver(Helps to

solve)

Key Competences in Coaching

• Creating context & frames & space• Listening

• Art of listening hearing • Listening in 3 levels

• Asking questions • Art of asking questions creating awareness• Useful questions for different purposes and

phases• Examples of powerful questions

• Being a Coach • Curiosity and not-knowing • Avoiding own assosiations• Discussion structures and storytelling• Mental locks & keys

• Useful methods• GAINS • STEPS in a conversation • Dreaming method • Role playing (changing places)

Date 6

Linear and circular coaching approach

2 basic modes:A) AIMS on understanding (Circular approach)B) AIMS on solutions (Linear approach)

Getting more understanding No need to find out solutionConnections and motivationDifferent perspectivesInvolves and energizes, respects personal growth

Forcing towards solutions:Fast solution, next steps and action points

Now

PastFuture

Date 8

Role expectations towards coach

Expert

Expert

Collaborator

Collaborator Pair-of-hands

Pair-of-hands

Client’s expectations

Coach’s own

approach

Date 9

Coaching models:

- 4-faces talks (starting, thinking, action, evaluation)

- G A I N S

- Circular interviewing

Structure of coaching approaches

Coaching attitudes & techniques:- Curious attitude - leave your own agenda behind

- Listen actively & silence

- Understand

- Ask & go into more depth

- Paraphrase / restate

- Collect facts (no assumptions)

- Express your feelings

- Find common goal

Thinking tools:

- Mind maps, drawing

- SWOT and other analysing tools & matrixes

- Scales (1-10)

- Appreciative inquiry (positive way &

strengths)

- Clear-unclear analyses

- Questions with comparisons

- Time perspectives

- Different conversation levels

Date 10

1. Ask the employee what s/he wants to achieve: desired achievement, objectives, focus, challenge

2. Ask the employee to evaluate the current situation: involvement, what has been done, results, stoppers, plans to move forward

3. Ask the

employee for

ideas: how to tackle

the issue, what else

can be done,

suggestions,

different views

4. Ask the

employee about

next steps: how to

meet the goal, what

to do already today,

how to overcome

challenges

5. Ask the employee about needed support: what s/he expects from you, who else can support, the best ways to give support, is everyone committed to proceed

Flow of a G A I N S discussion

Goals: What are you trying to achieve?

Assessment: Where are you now?

Ideas: What are your ideas?

Next Steps: What are you going to do next?

Support: What support do you need?

G A I N S

April 11, 2023 © Humap Oy, www.humap.com sivu 11

G A I N SGOAL: mikä tämän keskustelun tavoite on?Kysy ja palautaTarkenna tavoite Löydä yhteisymmärrys tavoitteista

ASSESSMENT: mikä on tilanne? mitkä asiat vaikuttavatAjatteluta, kysy esiin kaikki aiheeseen liittyvä tieto ja faktatHistoria, nykytila, vaikuttavat asiatEri näkökulmatViivytä ratkaisuja

VALMENTAMISSESSION RAKENNE:G A I N S -malli

TULOS:Valmennettava tietää tarkasti mitä seuraavaksi tekee, lähtee motivoituneesti työhön

IDEAT: miten tilannetta voisi ratkaista:Kaikki ideat esiin, Huonot saavat hyvät loistamaan. Jaa omat ideat, pyydä lupa

SUPPORT: Mitä tukea tarvitaan?Kuka voi tukea etenemisessä?

NEXT STEPS: Mitä valitset, mikä on paras ratkaisu?Milloin /dead lineMitä seuraavaksi?

Date 12

Coaching model: GAINS

Active Listening

Listening in 3 levels:

1. You hear the words said”What you said is ..”(and repeat exact words, the summary of what you heard)”

2. You hear also other things than exact words said based on e.g. your analyze, own filters and feelings

”What I am hearing is…”

3. You hear and it makes you think, what else is there (your interpretation behind the words)

”What I’m hearing is this.. and it makes me wonder/think/notice, that…”

Rehearse this

Date 13

…was this what you just said ?To be certain of what I heard…

…did I get it right?I hear that…

…am I right?You are about to say…

…did I understand correctly, what you told?

If I undertood correctly…

EndWhat you have heardStart

LISTEN AND REPLAY

Key Ideas