Leverage the Power of Coaching within Your Projects and Business

©2011 International Institute for Learning, Inc., All rights reserved. 1Intelligence, Integrity and Innovation©2011 International Institute for Learning, Inc., All rights reserved. 1Intelligence, Integrity and Innovation©2011 International Institute for Learning, Inc., All rights reserved.©2011 International Institute for Learning, Inc., All rights reserved.
Thank you for joining us today.
This webinar is brought to you by IIL – a global leader in:
Project, Program and Portfolio Management
Microsoft® Project and Project Server
Lean Six Sigma | Business Analysis
PRINCE2® | ITIL®
Leadership and Interpersonal Skills
Leverage the Power of Coaching
within Your Projects and Business

©2011 International Institute for Learning, Inc., All rights reserved. 2Intelligence, Integrity and Innovation©2011 International Institute for Learning, Inc., All rights reserved. 2Intelligence, Integrity and Innovation
The goal of this webinar is to demystify the world of
Coaching and to share some tips on how you can
leverage the power of Coaching yourself (without being
an accredited Coach) in your project and business
environment simply by using some of the core coaching
skills and techniques.
Webinar Goal

At the end of the webinar, you will:
Understand What is Coaching (versus e.g., mentoring)?
Have some background on Coaching as a profession
and a skill
Understand the benefits of Coaching
Know the key premises of effective Coaching
Have some core Coaching techniques that you can take
away and use
Webinar Objectives

What is Coaching?
Background on Coaching as a Profession and a Skill
Benefits of Coaching
Leveraging Coaching Skills in the Project & Business
Environment
Key Premises of Effective Coaching
Core Coaching Techniques
Webinar Structure

Managing is making sure people do what they know
how to do.
Training is teaching people to do what they don’t
know how to do.
Mentoring is showing people how the people who
are really good at doing something do it.
Coaching is....none of these!
Some Definitions….

“Helping to identify the skills and capabilities that are
within the person, and enabling them to use them to the
best of their ability – and by that increasing the
independence within the individual, and reducing
reliance….”
What is Coaching?
Rixon, Nick, UK Coaching Academy CD "Goals and Motivations".

Coaching tends to focus on an existing problem (from which to
move away) or a specific outcome that the individual wishes to
achieve (move towards).
Structure and methodologies of coaching are numerous with
one unifying feature: Coaching approaches are predominantly
FACILITATING in style.
Coaching is mainly asking questions and challenging the
coachee to learn from their own resources.
The Coaching Process is underpinned by established trust in the
coachee and the belief they have the resources they need to
make progress.
What is Coaching?

Where Does Coaching Fit?
Ask Questions
Tell
Problem
Focused
Solution
Focused
Future-
oriented

What is Coaching?
Environment
Webinar Structure

Origins of the Term “Coaching”
1830 – Oxford University Slang for a tutor who “carries a student through an exam”

Integrative approach founded on the behavioural sciences
Must encapsulate personal development, beliefs, values,
attitudes, emotions, motivation levels, and adult and social
learning
Must consider both personal and organisational dynamics
Coaching in the 21st Century

Professional Coaching Associations &
Accreditations
ICF Core Purpose: “To advance the art, science and practice
of professional coaching”

Organizations that Use Coaching

What is Coaching?
Environment
Webinar Structure

UK's Chartered Institute of
Personnel Management (CIPM) - 51% of
companies surveyed “consider coaching as a
key part of learning development” and
“crucial to their strategy”.
90% reported that they “use coaching”….
Coaching is being used at all levels to build on good
performance (23%), improve poor performance (20%), and also
in leadership development (23%).
Some Interesting Data….

Coaching yielded a return of 5.7 times their initial investment plus
improved performance in the following areas:
Productivity (53% of respondents)
Quality (48%)
Customer Service (39%)
Reduced Customer Complaints (34%)
Cost Reductions (23%)
Bottom-line Profitability (22%)
Working Relationships with Direct Reports (77%)
Working Relationships with Immediate Supervisors (71%)
Teamwork (67%)
Survey of Fortune 100 Companies: 1000
Executives on the Benefits of Coaching
Source: Manchester Group, Inc., FL USA

Improved productivity, quality, customer service, and shareholder value
Increased employee commitment and satisfaction which can lead to
improved retention
Demonstrates to employees that an organisation is committed to
developing its staff and helping them improve their skills
Supports employees who have been promoted to cope with new
responsibilities
Helps employees to sort out personal issues that might otherwise affect
performance at work
Supports other training and development initiatives, e.g., reduce
“leakage” from training courses
Benefits of Coaching for the Organization

Learn to solve your own problems
Improve managerial and interpersonal skills
Have better relationships with colleagues
Become more confident, effective and assertive in dealing with
people
Have greater self-awareness and gain new perspectives
Develop greater adaptability to change
Improve work-life balance
Reduce stress levels
Benefits of Coaching for the Individual

Options for Coaching

What is Coaching?
Environment
Webinar Structure

Where You Can Use Coaching Skills

Allows you to better understand what is really important and
what truly motivates others, including your project team, your
clients, and other key stakeholders
Allows you to get to the root of issues and create the right
space for positive outcomes
Encourages others to adopt a more self-directed, solution-
oriented approach to tasks and challenges
When leading/facilitating groups, allows for group
knowledge to emerge and the synergy of the group to create
more creative solutions
Leveraging Coaching Skills in the Project
& Business Environment

What is Coaching?
Environment
Webinar Structure

Many Models…

The establishment of a relationship built on trust,
unfeigned communication and confidentiality
The formulation of agreed-upon goals and
expectations
A deep questioning and learning dynamic in relation
to the goals
Understanding what truly motivates the person –
their values and beliefs
But what is CRUCIAL and Common to all…?

Key Premise #1: Naturally Creative,
Resourceful and Whole

Key Premise #2: Whose Agenda?

Key Premise #3: “Dance in the Moment”

Key Premise #4: Work is Only One Part of
Life…

What is Coaching?
Environment
Webinar Structure

Believe in the potential of the person.
Don’t offer solutions, but instead ask probing
questions to push the person to find his/her own
answers.
Help the person to develop his/her
own insights.
Focus their energy and effort on
achieving their goals through their
own solutions and insights.
Coaching Skills in a Nutshell

Listening
Asking Permission
Powerful Questions
Examining other Perspectives
Clarifying
Feedback
Acknowledgement
Reflection/Action Dynamic

Listening
Level 3
Focus on What
is Not Said
Level 2
Focus on
the Words
Level 1
The Internal
Voice

Barriers to Listening
Barriers to “active” listening in coaching conversations:
Pre-judging the situation – assumptions & paradigms
Preparing for the answer while listening
Preoccupied with other competing agendas in our life and work
Distracting Technology: cell phones, BlackBerries, e-mails, phone
messages
Having a really good idea on how to solve their problems
Assuming we understood what we heard
Assuming we understood what was intended
Ignoring emotions and focusing on facts and results

In coaching, we always ask for permission when:
Dealing with a sensitive issue
We feel the other party is uncomfortable about a
topic
We are probing deeper
Asking Permission

The most important skill that a Coach uses is asking
questions…
Probing questions
Thinking questions
Questions that lead to insights
Questions that trigger the coachee to discover a
solution option
Powerful Questions

What is really important to you?
What can I do to make this situation better/different?
What would happen if…?
If you were in his/her position, how would you feel? What
would you do?
What evidence do you have that supports this as the
norm?
What is your gut-feeling about… ?
What obstacles do you see?
Examples of Powerful Questions

How much focus (attention) have you given to this?
How often do you work on this?
Can you describe your feelings/thoughts about…?
Is it always the case? When is it not?
What is really underlying this?
If you were in total control, what would you do about…?
How can I support you?
Examples of Powerful Questions

Ask the coachee if they would be open to looking at other
perspectives.
Draw a circle with 4 quadrants on a flip-chart and name one
quadrant “current perspective”. Get the coachee to describe the
current perspective and come up with a name for it.
Move to the second quadrant, and if appropriate, move places to
“shift geography” to come up with a new perspective – could be
the “expert” perspective, or the “vacation-mode perspective” i.e.,
stress-free perspective.
Have them describe this perspective.
Continue with others if needed and then brainstorm actions from
this new perspective.
Examining Other Perspectives

This is the true test that you have been listening.
Clarifying is that art of having presence.
Clarifying is adding real value to the conversation.
Clarifying is periodically summing up the essence of
what the other party has been saying and not saying.
Keeping all the important information together
Clarifying is more than just paraphrasing.
Clarifying

Feedback ≠ Criticism
Feedback can be just your observation
Feedback is not an opportunity to correct someone
Feedback is giving people essential information
So they can stay on track
So they know if their mentoring is effective
Feedback ≠ Judgmental – good/bad; “I like/don’t like…”
Feedback ≠ Telling the coachee what you would do…
Feedback ≠ Giving the “answer” or “solution”
Feedback

Both parties need to acknowledge each other…
Throughout and at the end of each session.
It needs to be genuine and generous.
Acknowledgement is:
Recognizing
Validating
Encouraging
Reinforcing
Affirming
Acknowledgement

Reflection/Action Dynamic
+

We invite you to get a closer look at what IIL can do for you and
your organization, including:
Virtual Classes (Public or Onsite)
Traditional Classes (Public or Onsite)
Assessments, Course Design/Development, Coaching,
Mentoring, and Consulting
Contact Wendy.Shields@iil.com and let us know how we can
meet your learning needs.
At IIL,
Our Greatest Accomplishments are Yours

Leverage the Power of Coaching within Your Projects and Business

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