coaching out of the box ® title sub title author, date 5-5-5- coaching skills training program

Coaching out of the Box ®

TitleSub Title

Author, Date

5-5-5- Coaching Skills Training Program


Agenda

•Welcome and Introduction

•The Case for Coaching

•The 5 Core Coaching Skills

•The 5 Step Coaching Exchange

•The 5 Guiding Principles

•Recap

•Action


Coaching out of the Box® FounderAlison Hendren, MCC


ObjectivesBy the end of today, you will:

•understand and be able to use the 5 Core Coaching Skills

•understand and be able to use the 5 Step Coaching Process

•understand the 5 Guiding Principlesfor successful coaching

Ground Rules

(C) Coaching Out of the Box(R)

• We are all responsible for the success of this class – this is all about collaboration

• Interaction is required – your strengths and wisdom are welcome

• What we say in the room stays in the room!• Be willing to experiment• Mistakes are welcome! • What else?

Breakout Exercise

•Your Name

•Your Role

•What you expect from this program

What Coaching Is and Is Not


Objective FeedbackObjective Feedback

Self-Directed GrowthSelf-Directed Growth

Supplementary SupportSupplementary Support

Accelerated Goal AchievementAccelerated Goal Achievement

Skill IntegrationSkill Integration

Thought PartnershipThought Partnership

Career DirectionCareer Direction

XXX

XXX

ICF Definition of Coaching

• Coaches are trained to listen, to observe and to customize their approach to individual client needs.

• Coaches seek to elicit solutions and strategies from the client.

• Coaches believe the client is naturally creative and resourceful.

• Coaches provide support to enhance the skills, resources and creativity that the client already has. (C) Coaching Out of the Box(R)

““Coaching is partnering with clients in a thought-provoking and Coaching is partnering with clients in a thought-provoking and creative process that inspires them to maximize creative process that inspires them to maximize

their personal and professional potential.their personal and professional potential.””

TitleSub Title

Author, Date(C) Coaching Out of the Box(R)

The Case for Coaching

Another way to look at the spread of coaching is that it bridges the growing chasm

between what managers are being asked to do and what they have been trained to do.

(Do you need an Executive Coach? …Fortune Magazine 2000)

The Case for Coaching

Not everything that can be counted countsand not everything that counts can be counted.

Albert Einstein

The Metrix Global Study – 2001Coaching focus:•to develop next generation leaders in Fortune 500 Company

ROI:• 529%

Other Conclusions:• 77% - significant impact on at least 1/9 business measures• 60% - increased productivity• 53% - significant increase in employee satisfaction• 40% - significant impact on work quality• 30% - significant impact on work output

Manchester Inc. Study– 2001Objective of Study:•Business impact of coaching on 100 executives (50% VP or higher) from Fortune 1000 companies

Coaching focus:•changing certain behaviors and/or skills and sharpeningperformance

ROI:• 6:1

Other Conclusions:• 53% - increased productivity• 77% - improved working relationships with direct reports• 61% - increased job satisfaction• 52% - reduction of conflict• 63% - improved working relationship with peers

Triad Performance Inc. - 2002Objective of Study:•to evaluate the effects of a coaching intervention on a group of regional and district sales managers in a large telecom organization

ROI:• 10:1 in less than one year

Other Conclusions:•increased retention of top performing staff•more positive working environment•increased revenue•improved customer satisfaction

The Gallup OrganizationHighly engaged workplaces are:

• 50% more likely to have lower turnover• 56% more likely to have higher-than-average customer loyalty• 38% more likely to have above average productivity• 27% more likely to report higher profitability

Investing in programs that build the capacity of managers to have coaching conversations will pay big dividends in individual employee engagement, organizational health and business success.

Ivey Business Journal – 2006“Ungagged: Executives on Executive Coaching”

Objective:• to find out what the executives are saying about coaching

Coaching Focus:• to improve leadership skills

Executives identified five significant benefits of executive coaching as a leadership development strategy:• most significant benefit - continuous one-on-one attention• expanded thinking through dialogue with a curious outsider• self-awareness, including blind spots• personal accountability for development• just-in-time learning

The Case for Coaching Recap

What did you learn?

What will you

take away?

What was of value?

5/5/5 Coaching Model5/5/5 Coaching Model


HowHow

WhatWhat

WhoWho

The 5 Core Coaching SkillsThe 5 Core Coaching Skills



Eye contactEye contact

Non-verbal comments Non-verbal comments (mmm or nodding)

Brief phrases Brief phrases (of course or say more…)

Paraphrasing Paraphrasing (What I am hearing is …)

Ask questions Ask questions (What does that mean?)

Total focus Total focus

Skill 1: ListeningSkill 1: Listening

Coaching is about listening beneath the words...

The 5 Core The 5 Core Coaching Coaching

SkillsSkills


Yes you can do it!! Go for it! Yes you can do it!! Go for it!

YouYou’’re doing just great! re doing just great!

You are on the right track. Keep going!You are on the right track. Keep going!

Skill 2: EncouragingSkill 2: Encouraging


SkillsSkills


A critical skill and perhaps one of the A critical skill and perhaps one of the most essential tools in your toolkitmost essential tools in your toolkit

Skill 3: QuestioningSkill 3: Questioning


SkillsSkills


Ten Powerful QuestionsTen Powerful Questions1.What does tolerating this situation cost you?

2.What support do you need to say “NO”?

3.What lesson do you keep getting over and over again?

4.What is getting in the way?

5.Are you willing to ask for what you need?

6.What has to change for you to tell the truth about this situation?

7.When does this become about what you need?

8.What are you truly passionate about?

9.What’s the worst thing that could happen if you did that?

10.What shifts need to occur for you to do this?

Taken from Taken from ““365 Coaching Questions365 Coaching Questions””

Skill 3: QuestioningSkill 3: QuestioningA critical skill and perhaps one of the most essential tools in your toolkit.


SkillsSkills


Challenges, moves to action, excitesChallenges, moves to action, excites

Tells people you believe in themTells people you believe in them

Provides an opportunity to stretch someoneProvides an opportunity to stretch someone

Gives people a chance to get really clearGives people a chance to get really clear

Skill 4: RequestingSkill 4: Requesting


SkillsSkills


• I have a request …I have a request …

• II’’d like for you to …d like for you to …

• I want you to be really successful at this, so I have a I want you to be really successful at this, so I have a request …request …

• I know this is an area in which you donI know this is an area in which you don’’t have a great t have a great deal of experience, so in support of your development deal of experience, so in support of your development I want to request …I want to request …

• I really want this to be over for you, so I request that …I really want this to be over for you, so I request that …


SkillsSkills


How To Make A How To Make A RequestRequest


Be clear about the request.Be clear about the request.

Be clear about the deadline.Be clear about the deadline.

Offer 3 possible responses: Offer 3 possible responses:

1. Accept1. Accept

2. Reject2. Reject

3. Negotiate3. Negotiate


SkillsSkills


The Key Elements The Key Elements of Requestingof Requesting


WHOWHO is accountable?

WHATWHAT are they accountable for?

WHEN WHEN is it due?

WHATWHAT support or resources are required?

Skill 5: Action PlanningSkill 5: Action Planning


SkillsSkills


Please email me those 10 steps that you are going to take to complete this.

What do you need to have done by when and who is going to do it?

Please create an action plan memo including WHO is doing WHAT by WHEN and the RESOURCES required.

What’s your action plan?


SkillsSkills

Skill 5: Action PlanningSkill 5: Action Planning

Action Planning Action Planning LanguageLanguage

The 5 Core Coaching SkillsThe 5 Core Coaching SkillsReviewReview


The 5 Core Coaching Skills Recap

What did you learn?

What will you

take away?

What was of value?

TitleSub Title


The 5 Step Coaching ExchangeThe 5 Step Coaching Exchange


The Coaching Exchange - The 5 Step Process

Coaching Exchanges may happen in many ways - for example: •by appointment•in a “coachable” moment during the day•by phone•by email•in the hall•in short or long conversation


Get very clear about the purpose for the Get very clear about the purpose for the exchangeexchange

Listening is the key Listening is the key (reflect back what you heard)(reflect back what you heard)

Step 1: IdentifyStep 1: Identify

The 5 Step The 5 Step Coaching Coaching ExchangeExchange


Discovery gives all parties an opportunity to:Discovery gives all parties an opportunity to:

Uncover challenges and prejudicesUncover challenges and prejudices Dig deeper and learn more detailsDig deeper and learn more details Confirm, clarify and validate informationConfirm, clarify and validate information Uncover emotions and motivationsUncover emotions and motivations

Step 2: DiscoverStep 2: Discover



Strategy … the smart way of getting Strategy … the smart way of getting somewhere with the least amount of somewhere with the least amount of

effort or cost.effort or cost.

Step 3: StrategizeStep 3: Strategize


Key Elements of Strategizing

• Focus

• Players

• Desired Outcomes

• Barriers

• Resources Required

• Actions aligned with Strategy


Action with no frictionAction with no friction

Identifying the impedimentsIdentifying the impediments

Asking for help, if requiredAsking for help, if required

Anticipating changeAnticipating change

Step 4: Clear the WayStep 4: Clear the Way



At the end of a Coaching Exchange, recap:At the end of a Coaching Exchange, recap:

WHO is accountable for WHAT and WHO is accountable for WHAT and WHEN?WHEN?

Be specific about deliverables.Be specific about deliverables. Make a note to yourself to follow up.Make a note to yourself to follow up. Model recapping so others know it is Model recapping so others know it is

expected, required and appreciated.expected, required and appreciated.

Step 5: RecapStep 5: Recap

It’s all about accountability!


TitleSub Title


Breakout – The 5 Step Coaching Exchange Process

• Identify

• Discover

• Strategize

• Clear the way

• Recap

The 5 Step Coaching Exchange Recap

What did you learn?

What will you

take away?

What was of value?

TitleSub Title


The 5 Guiding Principles

So, you have learned the 5 Step Coaching Exchange Process:

WHAT you have to do.

You have learned the 5 Core Coaching Skills:HOW you do it !!

Now … it is time to talk about the 5 Guiding Principles:WHO you need to be.

5 – 5 – 5

5/5/5 Coaching Model5/5/5 Coaching Model


HowHow

WhatWhat

WhoWho

TitleSub Title


The Iceberg ModelThe Iceberg Model


Observable

Invisible

Results………………………………………………..…………The Outcomes

Behaviors………………………………………………..…..Our Habits

Emotions…………………………………………………....…What We Feel

Thinking……………………………………………………...…What We Think

The 5 Guiding PrinciplesThe 5 Guiding Principles



Being curious means you Being curious means you are eager to know about are eager to know about something and get more something and get more information.information.

Tell me more……Tell me more……

Principle 1: Be CuriousPrinciple 1: Be Curious

The 5 Guiding The 5 Guiding PrinciplesPrinciples

TitleSub Title



Being supportive means you Being supportive means you assist other people to assist other people to achieve their goals.achieve their goals.

I am excited about your project. I am excited about your project. Please let me know what I can do to help you.Please let me know what I can do to help you.

Principle 2: Be SupportivePrinciple 2: Be Supportive



Being accepting means Being accepting means you value a variety of you value a variety of people and ideas for who people and ideas for who and what they are.and what they are.

I appreciate the perspective you bring.I appreciate the perspective you bring.

Principle 3: Be AcceptingPrinciple 3: Be Accepting



Being focused means you Being focused means you put aside distractions and put aside distractions and concentrate on the concentrate on the task/issue/people at hand.task/issue/people at hand.

I am closing my door and my calls are I am closing my door and my calls are being held so you and I can being held so you and I can

concentrate on this.concentrate on this.

Principle 4: Be FocusedPrinciple 4: Be Focused



Being committed means Being committed means you are willing to do you are willing to do whatever it takes.whatever it takes.

I am really excited about your plan and II am really excited about your plan and I’’m m prepared to dedicate the resources required prepared to dedicate the resources required

to make it a success.to make it a success.

Principle 5: Be CommittedPrinciple 5: Be Committed


To Be Coach Like Means a ShiftTo Be Coach Like Means a Shift



Making person wrong

Telling

Hierarchical

Judgment

No life outside work

Motivation by competition

Why did you do that?

Supporting the person’s strength

Listening

Collaborative

Endorsement

Perspective and balance

Alignment around vision

What can we do differently?



When you are Coach Like, the When you are Coach Like, the person you are interacting with person you are interacting with has the opportunity to:has the opportunity to:

Be aware of what to do nextBe confidentBe inspiredBe energizedBe empowered

The 5 Guiding Principles Recap

What did you learn?

What will you

take away?

What was of value?

TitleSub Title


Are you ready?

??

Recap

Nothing sends a louder message than

what you do.

Your words and actions must match and they must center around professionalism and

integrity

HOW you coach……..1.Listening

2.Encouraging

3.Questioning

4.Requesting

5.Action Planning

How will you integrate these into your Management and Leadership Toolkit?

The 5 Core Coaching SkillsThe 5 Core Coaching Skills

WHAT you need to WHAT you need to do….do….1.Identify

2.Discover

3.Strategize

4.Clear The Way

5.Recap

How do these support the Coaching Exchange?

The 5 Step Coaching ExchangeThe 5 Step Coaching Exchange

WHO You Have To Be1. Curious

2. Supportive

3. Accepting

4. Focused

5. Committed

How do each of these Guiding Principles support the Coaching Exchange and make it safe for Coaching?

The 5 Guiding PrinciplesThe 5 Guiding Principles

Being a Coach - The 5 Guiding PrinciplesWHO You Need To Be

1. Curious

2. Supportive

3. Accepting

4. Focused

5. Committed

How do each of these Guiding Principles support the Coaching Exchange and make it safe for Coaching?

TitleSub Title


ACTIONACTION


What exactly are you committed to doing differently?

What resources do you need to do that?

What will be the biggest impediment to that?

What will be the biggest support in making this work here?

Where will you start?

How will you hold one another accountable for doing it?

coaching out of the box ® title sub title author, date 5-5-5- coaching skills training program

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