Sandra Greve / September 8th and 9th 2008 Coaching and Appreciative Inquiry as facilitation tools.

Sandra Greve / September 8th and 9th 2008 www.sensemaker.dk

Coaching and

Appreciative Inquiry

as facilitation tools


Why?

The QSE challenges Greater awareness that QSE are a team on its way to double the size within short time. QSE in Varde as a "headquarter"

Greater internationalization (China, the U.S. and India) Employees from China and India, with leaders in the U.S. (training in culture has started)

Breaking the current professional boundaries down and use our profiles with greater awareness (MBTI process has started)

Solutions A facilitationg role, even though we know the answers. Process awareness instead of product/operating thinkingTools: Training in facilitation of processes

Aware of involving all relevant internal/external stakeholders Tools: Coaching and Appreciative Inquiry


Elements in facilitation

Watch us and you're going to try it

We explain, what we do and feel

Lecture by Sandra and two workshops (E+!)

Watch us and you're going to try it

Lecture by Mette and one workshop (?) Two workshops about facilitation in QSE (Q+E)


Coaching as a facilitation toolinvolving relevant internal/external stakeholders

In my own words:

Teaching people how to fish instead of serving them a fish each time they are hungry.

A rhetorical tool, that creates development and learning by listening, asking and motivating.

A relation without power and status.

We remember and learn better when we find the solution ourselves, rather than being told.


Coaching as a facilitation toolinvolving relevant internal/external stakeholders

From linear to circular understanding

Linear understanding Finding causes of actions and events "Like pearls on a string" What is the reason? Who is to blame?

Circular understanding Challenge patterns of acts and events To understand not explain How…. with the curiosity and interest Effect of own actions on others We choose how we will react, respond and act


From frog to bird perspective

past futurepresent

+ coaching


Coaching compared to othermanagement/communication tools

Tool

Relation

Based on power Free of power

Answer

Question

Instruction

Councelling

Guidence

Mentoring

Supervision

Coaching

Mediation/Facilitation


What personal characteristicsdo you think a good coach shouldbe in possession of ?


Stages and types of questions

Linear logic

Circular logic

Introductoryquestions

Influencing questions

16

2 5

3 4

Introductoryquestions

Identification of the problem

Circular questions

Explorationof the problem

Reflexive questions

New perspectives and action-opportunities

Objective, planning and follow-up

Behavior related questions

Roles between the partners and Psycological contract

Rounding and evaluation of the conversation

metameta

metameta

micro micro


What are the right questions?The coach has to:

•strengthen the coachees own attention to the situation

•clarify coachees relation to the situation

•clarify coachees abilities

•help the coachee focus on own strategies to cope

•help the coachee deal with own concrete actions

•help the coachee liberate imagination and "crazy" ideas in relation to consequences of the possible and desirable changes


Typical ”errors” for the untrained coach In a coaching session

• To believe you have the solution • To propose solutions • Not resolved goals • To give too little time for reflection • To follow your own agenda • Afraid to ask about feelings • To coach without the "contract" • To be unrealistic


What does Appreciative Inquiry mean?

involving relevant internal/external stakeholders

Appreciate

To appreciate or admire high

To judge with lofty understanding

To recognize with gratitude

Inquiry

To seek in to

To explore

To search for information by asking


Appriciative Inquiry- basic assumptions

• It is important to appreciate diversity

• The language we use creates our reality

• Focus on what works

• The reality created in the moment and there are many realities

• If we take something from the past, it should be the best


4D-modelAppreciative Inquiry approach

Successes

Gold searching

Dreams of the future

Fantasia

Common ambitions

Mount Everest

Actions

Being the gold


How do Coaching and Appreciative Inquiry relate to facilitation?

4D model is a tool


Take a break…

Sandra Greve / September 8th and 9th 2008 Coaching and Appreciative Inquiry as facilitation tools.

Documents

sandra greve

coaching slide

facilitation tools slide

appreciative inquiry

e slide

unrealistic slide

coaching session

conversation meta micro