qp coaching for managers nov 07v2

8/14/2019 QP Coaching for Managers Nov 07v2

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Coaching For Excellence

Managers Seminar


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Todays Administration

07:30 to 09:00 - Workshop Session One

09:15 to 10:45 - Workshop Session Two

11:00 to 12:00 - Workshop Session Three

12:00 to 13:00 - Prayer break and lunch

13:00 to 14:00 - Wrap up

1400 - One on One consultingIf requested


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Our Objectives Today

Increase your knowledge of coaching what it is and what itis not

Provide you with information that will allow you to return toyour workplace and select suitable participants for the threeday coaching courses

Share knowledge and experience as to where you think the

issues will arise with Coaching for Excellence

Discuss your role as Managers in this process


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Overall QP Coaching Objectives

Formalise the good work/coaching already being achieved by Managers

Provide a coaching foundationfor line staff

Share knowledge and experience through coaching in a diverse work

environment.

Use coaching to improve workplace performance and operationaleffectiveness.

Develop a group of coaches with practical skills and knowledgewho can use their coaching skills across QP in various situations.

Provide ongoing management of the coaches through validation and

certification.


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Ice Breaker

In your table groups, discuss how you define coaching.

Assisting people to solve their own issues without tellingthem the answer.

Can have group coaching, Individual coaching, and/or Simply using coaching skills.


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Understanding Coaching Terms

Advising your opinion based on what you know

Instructing telling people what to do

Counseling assisting people to solve their ownproblems

Coaching usually short term and skills based coachingto assist people or teams to solve their own issues.

Mentoring usually long term relationship on higherlevel issues such as career. Often combines advising,


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Coaching Is not:

OInstructing or telling people in what to doalthough thismay be necessary on some occasions.

O Simply asking questions in an unplanned way.


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Is This Coaching?

Abdullah: What is troubling you?

Arief: I am having difficulty in deciding which staffmembers to recommend for promotion.

Abdullah: What will you base your decision on?

Arief: I think their time in QP, their technical experienceand potential for further promotion are important.

Abdullah: How will you measure each of those areas?

Arief: I can go and see HR and look at theirperformance management reports and their

personnel files. Then I can talk to their immediatesupervisor.

Abdullah: Great, when do you intend to do that?

Arief: I have some time this afternoon.


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Who Benefits?

Who benefits from coaching and how?

The individual/coachee?

The coach? The organisation?

You as QP Managers?


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Levels Of Competence Transcended

UnconsciouslyIncompetent

ConsciouslyIncompetent

ConsciouslyCompetent

UnconsciouslyCompetent

You dont know whatyou dont know

You do the right thingwithout consciouslythinking

You know what to do,consciously think about it.

You know the right waybut dont always do it

Coaching may be encounteredIn any or all of these stages.


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Characteristics of a Good CoachIt is more than just having the knowledgeit is about how you pass it on

Lets go, rather than being in strict control

Draws the solution out of the participant through openquestions

Shares knowledge rather than retaining it Is open to other ideas, concepts, solutions

Encourage the involvement of others

Stretch people to go beyond their current performance level

Is in a partnership F x 3 (firm, fair and factual).


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Skills of a Successful Coach

Excellent inter-personal skills questioning and listening,speaking and structure

Rapidly develops trust and is culturally sensitive

Can apply pressure and raise tension under control

Is a good observer who can see and hear what is reallyhappening

Has a desire to help people develop

Can think on their feet

Has imagination and an open mind and can help othersuse theirs.

Can you think of anyone who fits this description?


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Other Personal Qualities of Coaches

Other qualities:

Confidence

Knowledge andexperience

Empathy

Patience

Positive

Energy Can accept the reality

Obtain rewards fromparticipants success.

A sense of humor


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Is This Coaching?

Abdullah: How did you think that meeting went?

Hamad: It was OK, I suppose.

Abdullah: You dont seem so sure?

Hamad: I think I could have handled some ofthe situations better.

Abdullah: In what way?

Hamad: Maybe I could have been a littlefirmer with some of the participants.


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Some Major Inappropriate CoachingPractices

Coach makes decisions on participants behalf

Becoming totally dependant on someone

Using the coaching relationship to by-pass participants

supervisor A coach that expects favors

Breaching confidentiality

When is it not appropriate to coach?


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What do people looking for in theircoach?

Someone they can trust A person that has appropriate skill, characteristics and

experience

The person to be coached will often ask themself:

What is the coachs professional background andexperience?

What is the level of comfort and trust I have with thisperson?

How much time will this take. Is it worth my time? Values and ethics of the coach?


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Coaching Roles The Manager

The Managers roles: Ensure that the coaches are

competent and remain so

Recognise the need for coaching

in others (opportunity) Monitor results in coaching ?

Is a coaching role model

Promote and monitor coaching inQP as a standard managementtool.

What do you see as your greatestchallenges in achieving your roles?


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Coaching Roles The Coach

The Coachs role:

Improves performance of others

Committed, engaged, safe!

Does not always impose limits

Is a role model

Is patient

Stands back and lets others takethe credit

Continues to learn fromsituations and other people.

What do you think are the greatest


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Coaching Roles The Coachee

The Participants role: Ask for and accept help!

Engage

Keep an open mind

Takes notes and reflects onresults

Take action as a result ofcoaching

?What are the greatest challenges

facing the QP coachee? Learning style?


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Is This Coaching?

Hussam: I do not know how to produce the report forNoman

Ahmed: It is easy, cover the headings Iwill give you and keep it to about 10 pages.

Hussam: OK. I will do that._________________________________________________________________________

Hussam: I do not know how to produce the report for

Noman

Ahmed: ..

.


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Is It About Learning Style OrPersonalit T e?

Activist

Reflector

Theorist

Pragmatist Coach

Myers-Briggs


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SMART Model

S Specific

M Measurable

A Achievable

R Realistic

T Time Based

For example: By Thursday 31 January 2008 at 2 pm, I will have written thereport requested by Abdullah highlighting the concerns we have with the new

shift system. The report will cover the issues we see as well as options to

address them.

All coaching concludes with an agreed action


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Coaching Model - GROW

GOAL

Agree topic for discussionAgree specific objective of session

Set long-term aim if appropriate

REALITY

Invite self-assessmentOffer specific examples of feedback

Avoid or check assumptionsDiscard irrelevant history

WRAP-UP

Commit to actionIdentify possible obstacles

Make steps specific and define timingAgree support

OPTIONS

Cover the full range of optionsInvite suggestions from the coachee

Offer suggestions carefullyEnsure choices are made

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Coaching using the GROW

Coaching topics:

What do you need to do toget control of your time?

Or,

How can we make your jobeasier?

Or,

What are you greatestchallenges at the moment?

Or,

How do you get more timefor planning?


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Coaching Model - GROW

GOAL

Agree topic for discussionAgree specific objective of session

Set long-term aim if appropriate

REALITY

Invite self-assessmentOffer specific examples of feedback

Avoid or check assumptionsDiscard irrelevant history

WRAP-UP

Commit to actionIdentify possible obstacles

Make steps specific and define timingAgree support

OPTIONS

Cover the full range of optionsInvite suggestions from the coachee

Offer suggestions carefullyEnsure choices are made

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Measurement of CoachingEffectiveness?

As part of the management team, how will you know if yourcoaches are delivering good quality coaching and your

workforce capability is improving?


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What are Some of the Pitfalls ofCoachin ?

The environment

Wrong coach for the participant

Insufficient time Assumptions

Lack of belief in the participant.


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What do you see as the coaching related issues facing you

and how do you suggest we overcome them?

Selecting the right coaches? Rewarding the coaches? Monitoring the performance of the coaches? Measuring performance pre and post-coaching Ongoing development of the coaches people skills?


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Coaching Course Outline

Communication skills listening, speaking, questioning

Coaching models

Planning, conducting and following up a coachingsession

Measuring improvement

Annual recertification process

Ethics of coaching

Practice, practice, practice.


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The Certification Process

Currently under development

Initial certification through training and an agreed amountof coaching per year

Monitoring of ongoing coaching performance is required

Annual recertification and probably Level 2 coaching

Procedures and processes to be produced.

What are your thoughts on the certification process?


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Selecting your coaches

With all of what we have discussed today, how will youreturn to the workplace and select your coaches for the

coaching workshops?


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Conclusion

Coaching it is about trust, communication, confidence andskills in selected areas of expertise

Is your workplace culture readyor are their changesrequired?

It will be a challenge and will need plenty of support from alllevels of management

There are ethical considerations

We need to select the right people to train as coaches

Your support for Coaching is a key success factor.

What are your key learning points from todays seminar?


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qp coaching for managers nov 07v2

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