This document discusses coaching as an effective leadership strategy. It suggests that coaching can help build others' capacity rather than just training or telling people what to do. The session aims to help participants distinguish between capacity building and management strategies and recognize elements of effective coaching. Coaching as a leader involves asking questions to help others examine their thinking and expand their abilities to achieve goals. It should tap into intrinsic motivation and involve building trust through active listening, questioning, and modeling behaviors.

1. Coaching as Leadership
Kathleen Harris
July 12, 2013 10:30-11:45 AM

2. Coaching can be the way to lead
When leading is about building the capacity
of others…
Coach or Leader?

3. ..is not to train you as coaches
but determine when in your
current roles coaching
strategies and behaviors might
enhance your impact and
promote deeper ownership
and sustainability

4. Participants..
Distinguish among capacity building and management
strategies
Recognize elements of effective coaching
Describe how leaders who coach can increase
motivation, deepen ownership and empower others
Session Outcomes

6. Leaders may:
Direct
Manage
Facilitate
Strategize
Organize
Dictate
And/Or
Envision
Inspire
Distribute
Collaborate
Build capacity
Empower

7. • Clear Vision and Mission- What will change? Do beliefs
need to shift?
• Positive Intent and Increased Motivation - Why change?
Who owns the will and intent?
• Common Knowledge – Are there shared
understandings?
• Increased Skills – Are significant changes in practice
needed?
• Changes in Practice - How will success be judged and
promoted?
Determining possible goals for coaching

8. • Coaching is about expanding people’s
capacity to create the desired future.
• It is not telling people what to do, but asking
them to examine their thinking behind what
they are doing so it is consistent with their
goals.
• Coaching is about giving people the gift of
your presence, asking questions and listening
as they reflect.

9. Good Coaching Taps Intrinsic Motivation
Scale of Motivation:
FORCED TO….NEED TO….WANT TO
You push…..They comply…..They seek
Who is owning the problem, outcome rewards and / or
consequences?

10. Motivation Preference—I’ll do it if I can:
Help Someone
Work Together
Make a difference
Get noticed
Improve conditions
Talk about
People and
Relationships
Things and
Function
Creativity
and Expression Discovery
and
Processes
Produce it
Design it
Fix it
Organize it
Plan it
Complete the task/job
Create it
Draw, paint, write or make it
Perform it
Find a novel approach
Express it
Observe, analyze, test it
Prove it is right
Think it through—explore
Find a proper solution
Discover
Validate it

11. • Building trustful
relationships
• Observing
• Active listening
• Restating and
summarizing
• Inquiring
• Facilitating
• Modeling and
samples
• Monitoring progress
• Encouraging and
inspiring
• Reflecting
Fundamental Coaching Strategies and Behaviors

12. Active listening
Restating
Inquiry: Open and Closed Questions
Inquiry: Probing Questions
Practice

13. Plan to Try
Pair/Share
What struck a cord with you today that
you plan to try as you lead others back
at your school or district?