Performance coaching n mentoring

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.

I GIVE YOU FOCUS AND SOMEHOW MY MERE

PRESENCE MOVES YOU TO ACTION

- HAIKU ON COACHING

THE PROCESS OF EMPOWERING OTHERS.

-WHITMORE, 1997

More on Coaching

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

Solution

focus

Blame-free

Self-

belief

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

WILLmilestones

actionscommitment

REALITYevidence

awarenessunderstanding

OPTIONSWhat’s possible?

GROW coaching

framework

What do you want?

What is happening now?

What could you do?

What WILL you do?

GOALsituationvision

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

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

Boss’s behavior

Benefits of Coaching

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

Thank You

From -

Sanjay Bhattacharya