Core Belief

Joseph Luft & Harrington Ingham model
a.k.a. JoHari Window

Focus guys, that’s Sir
John Whitmore
speaking and he is not
a Canadian..Not even
one-quarter.

More on Coaching
I GIVE YOU FOCUS AND SOMEHOW MY MERE
PRESENCE MOVES YOU TO ACTION
- HAIKU ON COACHING
THE PROCESS OF EMPOWERING OTHERS.
-WHITMORE, 1997

Let’s Play a Game

Lets take a look inside

Coaching
• Facilitative process
• Not answering every question
• Stimulating and challenging
• Time bound process

Mentoring
• Ongoing relationship
• Long lasting
• Long term process
• Less structured
• Mostly informal

Qualities
• Respectful
• Hopeful
• Trusting
• Patient
• Passionate
• Interest in people
• Inquisitive
• Attentive
• Retentive

Core Competencies
• Active listening
• Questioning skills
• Effective feedback skills
• Ability to challenge and risk rapport
• Reasonably high emotional
intelligence
• Ability to set goals
Told you, it’s not
rocket science…

7 Principles of Coaching
7
Principles
of
Coaching
Self-belief
Blame-free
Solution
focus
Responsibility
Challenge
Awareness
Action

What is performance?
• Execution or accomplishment of a given task
• Measurable against set standards like : -
- accuracy
- completeness
- cost
- speed

How can a coach/mentor
help?
• Raise awareness
• Raise a sense of responsibility
• Help in goal setting – end goal and performance goal
• Inculcate a sense of ownership in the coachee.

Various coaching formats
• Self – coaching
• One on One coaching
• Group Coaching
• Organisational Coaching
• Systems Coaching
Various Coaching Models
• 12 point framework by Si Conroy
• The GROW model by Sir John Whitmore
• EXACT model by Carol Wilson

12 point coaching Model
• Tailored to needs
• Goals and objectives
• Skill development
• Learning
• Challenge
• Time
• Attention
• Traction
• Action
• Embed and retain
• Support
• Progress
That’s my
brainchild…Hope you
guys like it..
- Si Conroy

The GROW Model

WILL
milestones
actions
commitment
REALITY
evidence
awareness
understanding
What do you want?
GROW
coaching
framework
OPTIONS
What’s possible?
What is
happening
now?
What could you do?
What WILL
you do?
GOAL
situation
vision
objective

EXACT Model
• EX – Exciting
• A – Assessable
• C – Challenging
• T – Time framed

Framework for a Mentoring Programme
• Develop
• Implement
• Evaluate
It’s that simple!!!
Are you sure it
works???
They don’t call me
Katya Laviolette
for nothing…

Let’s see what Katya Laviolette
has in store for us…

1) Develop -
- Form a committee to develop and oversee the programme.
- Use both in-house and external consultants for better results.
- Determine the barriers.
- Develop commitment and accountability mechanism.
- Design a selection and matching process.
2) Implement–
- Develop and implement initial information sessions.
- Develop and implement initial training.
- Bring in outside speakers
- Offer on-going training

3) Evaluate –
- Utilise tracking mechanisms.
- Develop qualitative and quantitative reports to ensure
accountability.

Can Managers be
coaches?
Sarcasm??

Well yes. But…
• Display of highest quality of empathy, integrity
and detachment.
• Willingness to adopt a fundamentally different
approach to his staff.
• Have to cope with resistance from staff.
• Have to cope with suspicion from staff
regarding departure from traditional ways of
management.

Manager-Coach Paradigm
Boss’s behavior
Dictates Persuades Debates Abdicates
Boss feels in
control
Performer
wonders
if he has
a choice
Both feel
involved but
it may be slow
Performer feels
obliged or
dumped on
Effect on each

Benefits of Coaching

That was a lot of heavy stuff… I better take a nap.

Thank You 
From -
Sanjay Bhattacharya