03 05 10 Appreciative Coaching & Mentoring
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Manager Class Proposal:
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C.Bennett & Associates March 5, 2010
Review coaching training options Introduce the Appreciative Inquiry approach Explain the Appreciative Coaching model Share mentoring applications of the model Deliver the class proposal overview Detail the class outline Answer your questions
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GROW Coaching Model- Goal, Reality, Obstacles, Wrap-Up
STEPPPA Coaching Model- Subject, Target Identification, Emotion, Perception and Choice, Plan, Pace, Adapt or Act
Motivational Interviewing- Use questioning to solve ambivalence/develop readiness to bring change
Appreciative Coaching: Guide employee through four development stages—Discovery, Dream, Design, and Destiny
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The establishment of a relationship built on trust, honest communication and confidentiality.
The formulation of client-based, agreed upon goals and expectations.
A deep questioning and learning dynamic in relation to goals.
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Whatiscoaching.com-2010
A particular way of asking questions and envisioning the future that fosters positive relationships and builds on the basic goodness in a person, a situation, or an organization.
Founded on belief that people flourish when they focus on human ideals, achievements and best practices
Build performance around what works, rather than trying to fix what doesn't
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2007-Appreciative Coaching Collaborative
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Discovery
Reflect and Celebrate on what is working well
Dream
Articulate the Potential for improving what works
well
Destiny
Be and Become by implementing the
improvement
Design
Direct Attention & Action to planning & prioritizing a
behavior change
The Coaching Topic
Copyright © 2007 - Appreciative Coaching Collaborative, LLC
Performance Improvement
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Discovery
Identify the strengths the individual brings
Dream
Envision how these strengths can build the
individual’s future
Destiny
Create a personal development action plan
Design
Discuss elements of a plan to leverage strengths
Mutual Trust Relationship
Copyright © 2004- Purdue University
Duration:1. Brief pre-class reading assignment2. Four-hour, instructor-led class Performance Objectives: Managers will…1. Practice using models in class2. Apply models on the job3. Use the models in future coaching & mentoring Success will be measured by…1. In-class performance2. Follow-up calls, reports and emails
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Welcome/topic introduction Appreciative Coaching defined Appreciative Coaching model Participant coaching practice Appreciative Mentoring steps and
considerations Mentoring practice Conclusion/commitments
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Written sources:1. Appreciative Inquiry: A Positive Revolution in Change,
by Cooperridge & Whitney. Berrett-Koehler . 20052. Appreciative Coaching: A Positive Process for Change
by Orem & Binkert. Jossey-Bass. 20073. Strategic Collaboration and Retention of First-year
Technology Students by M. Wasburn, Purdue University, 2007
Websites:1. http://www.what-is-coaching.com/index.html2. http://appreciativecoaching.com/3. http://whatiscoaching.com
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