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What is Coaching PPT Own

  1. Coaching A Path to Long Term Excellence 1 Presented by Shakti Ghosal
  2. What is Coaching? What do Y U Want…….. ? •In life •At work. How is Coaching relevant to what you want?
  3. International Coach Federation defines Coaching: Professional coaches provide an on going partnership designed to help clients produce fulfilling results in their personal and professional lives. Coaches help people improve their performance and enhance the quality of their lives.
  4. International Coach Federation (ICF) Competency Model • Meets ethical guidelines and professional standards— Understands coaching ethics and standards and applies them appropriately in all coaching situations. • Establishes coaching agreement—Understands what is required in the specific coaching interaction and comes to agreement with the prospective and new client about the coaching process and relationship; identifies how the coaching goals link to enhanced business performance. • Establishes trust and intimacy with the client—Creates a safe, supportive environment that produces ongoing mutual respect and trust.
  5. International Coach Federation (ICF) Competency Model • Displays coaching presence—Is fully conscious and creates spontaneous relationship with the client, employing a style that is open, flexible, and confident. • Demonstrates active listening—Focuses completely on what the client is saying and is not saying, to understand the ea i g of what is said i the co text of the clie t’s desires and to support client self-expression. • Asks powerful questions—Asks questions that reveal the information needed for maximum benefit to the coaching relationship and the client. • Uses direct communication—Communicates effectively during coaching sessions and uses language that has the greatest positive impact on the client.
  6. International Coach Federation (ICF) Competency Model • Creates awareness—Integrates and accurately evaluates multiple sources of information and makes interpretations that help the client to gain awareness and thereby achieve agreed-upon results. • Designs actions—Creates with the client opportunities for ongoing learning, during coaching and in work/life situations, and for taking new actions that will most effectively lead to agreed-upon coaching results. • Develops goals and plans—Develops and maintains an effective coaching plan with the client. • Manages progress and accountability—Holds attention on what is important for the client and leaves responsibility with the client to take action.
  7. Why Coaching Now? • Fast changing, often disruptive environment • More competitive, low lead time, diminishing product/ service life cycles • High need for Innovation & enterprise • Retention of people • Working in a multicultural environment • Any others?
  8. Desired Results of Coaching • Long Term Excellent Performance • Self-Correction • Self-Generation
  9. Where to focus for change? ROI? The e a e a y optio s… • Leverage strengths to accelerate change • Address development needs to remove obstacles • Manage stakeholder perceptions • Improve overall leadership and/ or team effectiveness • Focus on how to succeed in handling a particular project, then transfer learning to other situations
  10. Amoeba Model vs. What Really Happens •Does ’t have lo g term effect •Rewards can occur w/o effort •Eliminates self- correction •Action only taken when prompted •Eliminates self- generation Sugar (reward)
  11. Premises of Coaching Job of coach: • U de sta d the clie t’s st uctu e of i te p etatio / Occurring • In partnership alter this structure to get desired outcomes • By providing a new language (self-correction and self- generation) and • By providing practices (long term excellent performance) Behavior Structure of Interpretation/ Occurring PracticesLanguage
  12. Coaching Principles Relationship Mutually Satisfying Based on Mutual Respect Mutual Trust Freedom of Expression • Pragmatism • Outcome based • Relentless Correction • Always/Already • Always in the middle of • something • Not empty vessels • Immediate concerns • Current commitments Two Tracks •Client and coach engaged in learning •Breakdowns may occur in eithe ’s co it e t o competence Tech i ues Do ’t Wo k •Manipulative •Undermine dignity •Foster resistance and resentment
  13. Coaching Process Establish Relationship Recognize Opening Observe/ Assess • • Enroll Client Coaching Conversation
  14. Coaching Process Establish Relationship • Shared commitment • Mutual Trust • Mutual Respect • Mutual Freedom of Expression • Confidentiality
  15. Coaching Process Recognize Opening • Types of Openings  Performance Review  New Skill  Expressed frustration, need or disappointment  Interruption in accomplishment  Broken promises  Requests  Business needs: higher revenue /lower costs • Resistances  Habit  Social Identity
  16. Coaching Process Observe/ Assess • Separate the person from the problem. • Underlying concerns / needs / aspirations. • Flexibility of process based on assessment.
  17. Coaching Process Enroll Client • Define outcomes • Establish commitment of coach • Establish commitment of client • Confront potential hindrances • Continue steps until completion
  18. Coaching Process Coaching Conversation Type Timing Examples One Once Intervention Request Clarifying standards Addressing lack of Two Several Not open to input Not organized Complex skill attainment Over-commitment Three Months Discovering purpose Long-term financial commitments Beginning/Ending relationship
  19. Coaching- What it is ot….. • Coaching vs. Therapy. • Coaching vs. Consulting. • Coaching vs. Mentoring.
  20. THANK YOU FOR YOUR PARTNERSHIP TODAY Should you need to discuss any aspect further, do contact: • Shakti Ghosal • +968 99374044 • •