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One On One Coaching

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Angelo D'Agostino, MHRD
Angelo D'Agostino, MHRD
EmpresarialesSalud y medicina
1 de 10
Effective One-to-One Coaching Program “ Unleashing Potential” Angelo R. D’Agostino December 1, 2008 Magazine Publishing Industry HRD 830/440: Concepts of Human Resource Development HRD Program Clemson University
Introduction ,[object Object],[object Object],[object Object],[object Object]
objectives ,[object Object],[object Object],[object Object]
what is coaching? ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
why use coaching? ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
when should it happen? ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
coaching blocks and ways around them Start where it is safe - someone with whom you get on well, or someone who is good, but could be great They won’t like me 4. ‘I might hurt them’ Reassess your ability to become a true leader If I ignore it, the problem will go away 3. ‘The task won’t suffer if I don’t coach’ Ask coachee how s/he would to like to receive feedback/coaching I’m frightened I can’t do it 2. ‘Coachee won’t respond anyway’ Agree very specifically when and how coaching will happen I need to be in complete control 1. Not enough time to coach POSSIBLE ENTRY INTO COACHING POSSIBLE ‘REAL’ REASON TYPICAL ‘RATIONALE’ FOR NOT COACHING
wrap up ,[object Object],[object Object]
personal challenge ,[object Object]
Contact Information ,[object Object],[object Object]

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One On One Coaching

  • 1. Effective One-to-One Coaching Program “ Unleashing Potential” Angelo R. D’Agostino December 1, 2008 Magazine Publishing Industry HRD 830/440: Concepts of Human Resource Development HRD Program Clemson University
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  • 7. coaching blocks and ways around them Start where it is safe - someone with whom you get on well, or someone who is good, but could be great They won’t like me 4. ‘I might hurt them’ Reassess your ability to become a true leader If I ignore it, the problem will go away 3. ‘The task won’t suffer if I don’t coach’ Ask coachee how s/he would to like to receive feedback/coaching I’m frightened I can’t do it 2. ‘Coachee won’t respond anyway’ Agree very specifically when and how coaching will happen I need to be in complete control 1. Not enough time to coach POSSIBLE ENTRY INTO COACHING POSSIBLE ‘REAL’ REASON TYPICAL ‘RATIONALE’ FOR NOT COACHING
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