Management Coaching A New Way to Work AmeriCorps*National Best Practices Conference May 6, 2009 LEADING CHANGE; FORGING SOLUTIONS Janis Glenn, Project TAAP Pathways, Coaching and Consulting, LLC www.pathways-llc.com
Mar 27, 2015
Management Coaching
A New Way to Work
AmeriCorps*National Best Practices ConferenceMay 6, 2009
LEADING CHANGE; FORGING SOLUTIONS
Janis Glenn, Project TAAP
Pathways, Coaching and Consulting, LLC www.pathways-llc.com
WHY COACH?
• * What’s the return for investing valuable time in coaching?
• * Coaching is interactive…you listen, ask questions, share views and negotiate solutions
• * Coaching helps individuals to grow as professionals and contribute fully to the success of the organization
Why Coach (cont)
• *Coaching focuses on what needs improvement and what’s going well.
• * In today’s environment of change technology and evolving organizations, coaching can have a strategic impact.
• * Coaching is an investment that you make in developing your key resource….people…for the long term benefit of your organization.
Management and Coaching
• Managing: Command and Control• Talks more than listens• Tells• Responsible for Fixing• Assumes• Seeks Control• Orders• Works on• Keeps Distant
Management and Coaching (cont)
• Coaching: Cultivate and Develop• Listens more than talks• Asks• Creates space for the other to fix• Explores• Seeks Commitment• Invites• Works with• Connects
Outcomes of Integrating Coaching
into Management/Leader
ship1.To strengthen and grow your organizational capacity
2.To retain your talented staff
3.To Become a magnet for more talented staff
4.To ‘get more things done’
A New Way to Work
MANAGEMENTCOACHING
PERFORMANCE DEVELOPMENT
What is Coaching?
• Coaching is a partnership that focuses on supporting the client to reach her/his goal through engaging in powerful conversations that offer a new way of seeing and encourages effective action.
Power of Three
• Critical Components of Coaching
• 1. PRESENCE: Listen more effectively, deal with the source of a problem rather than symptoms, hear what the client isn’t saying, focus solely on the client’s agenda.
Power of Three (cont)
• 2. PERSPECTIVE: Point to what is working, keep client focused on forward movement, offer a new way of seeing a situation/issue, point of client’s strengths.
• 3. POWERFUL CONVERSATIONS: Asking questions helps to unlock the Client’s wisdom and potential, empower client, teach client to be self-reliant, put the burden of discovery where it belongs, teach the client to find the answer within.
Coaching Skills
• Preparation
• Observation and Assessment
• Questioning
• Listening
• Feedback
• Follow-up
Create a Culture of Coaching
• First Step: Embedding Coaching Mind-Set
• * Establish the value and impart effective coaching skills to as many managers and leaders as possible. These experiences will have a powerful ability to help sustain individual and organizational growth.
Creating a Culture of Coaching
• Second Step: Role Modeling by Leaders
• * Least expensive
• * Requires constant self-development; namely, constant reflection, self-assessment, about her own strengths and weaknesses as a coach
Creating a Coaching Culture
• Third Step: Incorporate coaching as a strategic competence and leverage your leadership role
• * Incorporate Peer Coaching Circles as a component of a structured leadership process
• Fourth Step: Practice, Practice, Practice
• * Provide opportunities for practice and skill-building
Peer Coaching Circles
• The Power of Peer Coaching
• 1. Staff from different functions of the organization form a Peer Coaching Circle
• 2. Committed to meet on a regular basis and adhere to a structured process
• 3. Each peer functions as a coach and asks questions of the individual with a challenge
Peer Coaching Circles
• How does learning occur?
• 1. Each person develops and refines her questioning skills which is fundamental to effective coaching
• 2. Each learns to examine the organizational challenge with new perspectives and in that process discover alternative solutions
Peer Coaching Circles
• Learning continued….
• * Use of powerful questions, the disciplined process employed, and underlying belief in the capability of individuals to solve their own challenges.