The Power of Coaching

The Power of

Coaching

Great Leaders are Great Coaches

• Strong coaches – Highlight your strengths– Identify progress to date– Uncover what you know & believe. – Provide new perspectives, spot opportunities for

growth, and hold you accountable for your own development.

• Coaching is built on and reinforces trust in relationships.

• Done well, this practice says, "I believe in you. I'm invested."

• What type of conversation/ questions produce this environment?

Questioning

Questions Good Coaches Ask• Evidence of preparation– Values, developmental level, goals, preferences,

habits, skills against leadership competencies• Open-ended• Wait-Time• Not “why”, but “what was your intention?”• Be genuinely curious*• Right frame of mind

Great Questions to Use When CoachingMalcolm Murno, (2012)

Tools

Test your coaching skills with this quiz.

Coaching Skills Quiz

https://www.mindtools.com/pages/article/coaching-skills-quiz.htm?mkt_tok=3RkMMJWWfF9wsRons6%2FLe%2B%2FhmjTEU5z16uwuXaa1gokz2EFye%2BLIHETpodcMTcVjMbjYDBceEJhqyQJxPr3NK9ENyMZvRhHgDA%3D%3D

Coaching is Collaborative

• Coaching is a shared responsibility between the coach and the coachee.

Coaching is Collaborative

• Coachable persons: – Able to receive feedback w/o taking it personally– Willing to look at your own performance in order

to improve it– Enthusiastic; go-getter

Coaching is Collaborative

• Are you coachable? Do you want to improve or do you want to improve your skill or are you looking for validation?

1. Always thinking they’re right2. Unwilling/unable to learn, grow or do what it takes to improve3. Negativity / Pessimism4. Unwilling/unable to engage with constructive criticism5. Inability/unwillingness to self reflect6. Disrespectful of others and/or their opinions

Making the ShiftBehavior Re-direction

Negativity / Pessimism Common ground; values; purpose

Inability to self reflect Expectations, accountability, practice, opportunities for growth

Unwilling or unable to engage with constructive criticism

Remove the option

Disrespectful Set and remain consistent with norms

Affecting Change with Coaching

• Observation and coaching play a critical role in our student impact.

• They are key levers to helping AmeriCorps Members become better tutors, mentors, and role models.

A Coaching Example

Observation & Feedback: Probing to Identify the Problem

Observations

Cognitive Coaching• No “formula”• Supports existing strengths while expanding

previously unexplored capacities• Process: – Persons explore the thinking behind their practices– Maintain a cognitive map– Questions asked by the coach reveal areas of that

map that may not be complete or consciously developed

– When discussed out loud, decisions become clearer and awareness increases

Cognitive Coaching• Ultimate goal of Cognitive Coaching is

autonomy.• The ability to self-monitor, self-analyze, and

self-evaluate. • In early cycles of Cognitive Coaching, the

coach must draw these capacities from the coachee, but as the cycles continue, a coachee begins to call upon them internally and direct them toward an area of personal interest.

ReferencesGarmston, R. Linder, C. and Whitaker, J. (1993). Reflections on cognitive coaching: new roles, new relationships. Educational Leadership. 51.2. p. 5-61. Retrieved from http://www.ascd.org/publications/educational-leadership/oct93/vol51/num02/Reflections-on-Cognitive-Coaching.aspx?mkt_tok=3RkMMJWWfF9wsRons6%2FLe%2B%2FhmjTEU5z16uwuXaa1gokz2EFye%2BLIHETpodcMTcVjMbjYDBceEJhqyQJxPr3NK9ENyMZvRhHgDA%3D%3D

Valcour, M. (2014). You cant be a great manager if you’re not a good coach. Harvard Business Review. Retrieved from https://hbr.org/2014/07/you-cant-be-a-great-manager-if-youre-not-a-good-coach?mkt_tok=3RkMMJWWfF9wsRons6%2FLe%2B%2FhmjTEU5z16uwuXaa1gokz2EFye%2BLIHETpodcMTcVjMbjYDBceEJhqyQJxPr3NK9ENyMZvRhHgDA%3D%3D