«Coaching is Catalysing a Culture of Accountability. And I love it!» – Roald
Let’s Walk Together
Coaching Through the G.R.O.W.-model and the Coaching Habit
The G.R.O.W. model
Goals. What would you like to achieve?
Realities. What is derailing your progress?
Options. What possibilities for action?
Will. What are your next steps?
The Coaching Habit
- KICK OFF. What’s on Your mind?
- AWE. … And what else?
- FOCUS. What’s the real challenge for You? Why?
- FONDATION. What does success look like for You?
- ACTION. What could You do to get there?
- SUPPORT. How can I help?
- COMMITMENT. What are You committing to?
- PRIORITISATION. If You are doing this, what will slip?
- CLOSE. How do You want to follow up on this?
Let’s Walk Together, Openminded
Coaching With Powerful Questions
Let’s Walk Together, Openminded, Willing to Learn
Coaching as Challenging for Growth
Take people beyond their current comfort zone
Has to include brainstorming to find an authentic, relevant action
Challenge has to be accepted
Accountability need to be established:
- WHAT employee’s actions will be
- WHEN they will take action (e.g. milestones, deadlines)
- HOW action will be communicated
Failure is a positive possibility for higher learning
Let’s Walk Together, Openminded, Willing to Learn, More
Coaching Designed to Stretch Opportunities
Formal Education: What are your educational goals?
Informal Education: Workshops. Conferences. Courses. Webinars. Online courses
Networking versus Community
Mentoring (incl Sponsoring)
Let’s Walk Together, Openminded, Willing to Learn, More, Deeper
Coaching Through Blind Spots and Resistance
Begin coaching with people who are ready to be coached
Clues an employee is not ready to be coached:
- «I don’t know”
- Accelerating growth
- Opportunities for advancement
- Future focused assurances; use your strengths & be successful
- Forgotten meetings
- Missed deadlines
- Not participating
- Don’t take it personally; focus on the problem, not the people
- Ask open-ended questions
- Give people time to vent without interruption or feedback
- Acknowledge, but don’t commiserate
- Listen, listen, listen…
Disengagement (= Geographie):
- No eye contact
- Folded arms
- Dismissive gestures
- Play back or copy the person’s physical posture or movement and ask: “What does this mean?”
- Draw the big picture and get back on track, together, openminded, willing to learn, more, deeper
More about Coaching and DISC tools. Enjoy!