Ce diaporama a bien été signalé.
Le téléchargement de votre SlideShare est en cours. ×

How to become an efficient personal development coach by roel tolentino

Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité

Consultez-les par la suite

1 sur 66 Publicité
Publicité

Plus De Contenu Connexe

Diaporamas pour vous (20)

Similaire à How to become an efficient personal development coach by roel tolentino (20)

Publicité

Plus par Prof. Roel Tolentino, MD, MBA (20)

Plus récents (20)

Publicité

How to become an efficient personal development coach by roel tolentino

  1. 1. Purpose of Presentation Personal development coaches, also referred to as life coaches, are professionals who specialize in:  helping people achieve specific goals  overcome obstacles to personal growth
  2. 2. COACHING IS...
  3. 3. What is Life Coaching? "Coaching is an ongoing relationship, which focuses on clients taking action towards the realization of their visions, goals, or desires. International Coach Federation, 2003
  4. 4. What is Life Coaching? “Coaching uses a process of inquiry and personal discovery to build the client's level of awareness and responsibility, and provides the client with structure, support, and feedback. “ International Coach Federation, 2003
  5. 5. What is Life Coaching? “The coaching process helps clients both define and achieve professional and personal goals faster and with more ease than would be possible otherwise.” International Coach Federation, 2003
  6. 6. What is Life Coaching?  “Life coaching is about people generating their own answers, not looking outside of themselves for solutions.” Ellis, 1998
  7. 7. What is Life Coaching?  “Life coaching is empowering people to invent something new - to think something they've never thought before and to say something they've never said before” Ellis, 1998
  8. 8. What is Life Coaching?  "A life coach facilitates, encourages and motivates you to set and reach effective personal or professional goals for a more successful life – the life you want!" Molloy, 2003
  9. 9. What is Life Coaching?  Life coaching is about closing the gap between where a person is and where they want to be.
  10. 10. What is Life Coaching?  help the person fully understand, appreciate and discover where they are in their life
  11. 11. What is Life Coaching?  help the person determine what it is that they really want and crave out of life
  12. 12. What is Life Coaching?  personal or life development coaching  mind coaching  life training  cognitive behavioural coaching
  13. 13. change is driven from the client first, not from the coach
  14. 14. Coaching is 100% driven by the coachee
  15. 15. the client is accountable for their behaviour, and responsible for their successes
  16. 16.  What does life coaching involve?  Roughly once a week, for about 3 months.  Weekly meetings - between 1 & 1 ½ hours
  17. 17. Has a set duration Ongoing for long periods For development / issues For career / personal development For achieving specific and immediate goals Set by mentee with mentor providing support and preparing for future roles v s.
  18. 18. v s. Coach does not need to have direct experience of client’s occupational role unless it is specific and skills focused Mentor is more experienced and qualified than mentee to pass knowledge, experience and open doors to opportunities
  19. 19. Coaching vs Mentoring • Coaching addresses current performance needs while Mentoring is developmental • Coaching is short-term while Mentoring is long-term • Coaching is one of the tools for Mentoring
  20. 20. Starting with what it is not... • Not focused on giving negative feedback
  21. 21. COACHINGOBJECTIVES • To START doing what one should be doing!
  22. 22. REASONS WHY PEOPLE AVOID COACHING 1. Lack of Time
  23. 23. 2. Fear of Failure
  24. 24. 3. Desire not to scare or overwhelm a new employee/student
  25. 25. 4. Awkwardfeelings during a coaching session
  26. 26. 5. Absence of Role Model for Coaching
  27. 27. 6. Number of employees/students to contend with
  28. 28. 7. Failure to set initial goals with employee
  29. 29. In COACHING........
  30. 30.  Ask Powerful Questions those that move the Coachee into finding for and by himself the solution to his own concerns, or answer to his/her own quests In COACHING........
  31. 31. QUESTIONS Open discussion Stimulate interest Provoke thinking Accumulate data Develop the subject Obtain group participation
  32. 32. TYPES OF QUESTIONS  OVERHEAD Ask for anyone in the group to answer Can anyone tell us about some of the ways… . .  DIRECT Ask a specific person Ed, can you explain how your group work?
  33. 33. TYPES OF QUESTIONS  OVERHEAD Ask for anyone in the group to answer Can anyone tell us about some of the ways… . .  DIRECT Ask a specific person Ed, can you explain how your group work?
  34. 34. TYPES OF QUESTIONS Open-Ended Questions *framed to encourage an expansive response *stimulate interest Closed Questions *framed to elicit yes/no answers *good at the start and at the end of the conversations
  35. 35. TYPES OF QUESTIONS Open-Ended Questions *framed to encourage an expansive response *stimulate interest Closed Questions *framed to elicit yes/no answers *good at the start and at the end of the conversations
  36. 36. OPEN-ENDED QUESTIONS  How. . . Who. . . What. . . When. . . Where  Describe, explain, in what way. . . Would you tell us about. . .?  How did you apply your training to your work?
  37. 37. OPEN-ENDED QUESTIONS ADVANTAGES - encourage the coachee to do most of the talking - may turn up unexpected areas to pursue
  38. 38. OPEN-ENDED QUESTIONS ADVANTAGES - allows coachee to talk about topics in their own words - good to explore opinions, attitudes and feelings
  39. 39. CLOSED QUESTIONS DISADVANTAGES - too many questions can seem like an interrogation - cannot get the person to talk in depth about experience or attitudes
  40. 40. Directive vsNon-Directive Coaching The coach may ask the driver where he/she wants to go but actually chooses the route and guides the driver the way the coach thinks is best Directive Non-Directive The coach has no role to play.
  41. 41. Directive vsNon-Directive Coaching The coach may ask the driver where he/she wants to go but actually chooses the route and guides the driver the way the coach thinks is best Directive Non-Directive The coach has no role to play.
  42. 42. Directive vsNon-Directive Coaching Directive A coach may appear to give the driver freedom to choose the route but actually influencing their decisions on the way Non-Directive The coach encourages the driver to take responsibility for both the destination and the journey.
  43. 43. Directive vsNon-Directive Coaching Directive A coach may appear to give the driver freedom to choose the route but actually influencing their decisions on the way Non-Directive The coach encourages the driver to take responsibility for both the destination and the journey.
  44. 44. WHO CAN YOU COACH?  Anyone can be coached provided they have asked you to be their coach  The best coaching happens when the coach truly believes that the expert is the coachee
  45. 45. QUALITIES OF A GOOD COACH Honest, genuine and authentic Has a positive view of human nature Wants others to succeed Can create a thinking environment Enjoy seeing others develop
  46. 46. QUALITIES OF A GOOD COACH Honest, genuine and authentic Has a positive view of human nature Wants others to succeed Can create a thinking environment Enjoy seeing others develop
  47. 47. Enjoys learning Wants others to be independent Generous with appreciation Values the opinions and initiative of others Motivates others by setting a good example QUALITIES OF A GOOD COACH
  48. 48. Stay open-minded Work at beingattentive Eliminate distraction LISTENING TIPS
  49. 49. Coachability Those who are uncoachable often think they have no performance issues
  50. 50. CHARACTERISTICS OF STUDENT’S COACHABILITY COMMITTED TO CHANGE People-who do not think they are perfect want to improve Exhibit responsibility for their lives Willing to step outside of their comfort zones-are good candidates
  51. 51. OPEN TO INFORMATION ABOUT THEMSELVES Being willing and able to explore their own behaviors Learn more about themselves
  52. 52. OPEN ABOUT THEMSELVES Willing to engage in topics that may be uncomfortable but are getting in the way of their professional development
  53. 53. APPRECIATE NEW PERSPECTIVES People who get excited about finding new ways of looking at a situation and figuring out how to learn from it
  54. 54. The GROW Process of Coaching  How do you want your career /business to progress?  What outcome do you want from this process?
  55. 55.  What is your present situation?  What are your current problems?
  56. 56. OPTIONS  How could the situation change?  How could you improve the situation?  Which of these suggested options would you like to try?
  57. 57. WILL  How can you put these options into action?  Are you aware of any obstacles to these actions?  What further support do you need from your coach?
  58. 58. Coachee moves from considering options to making a decision “Will this address your goal?” “What support will you need?” “Let’s see how it works. See you again on…”
  59. 59. Slideshare.net How to become an efficient personal development coach by roel tolentino

×