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Odyssey movement presentation coaching

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Odyssey movement presentation coaching

  1. 1. INTEGRATING CONSULTING & COACHING INTO YOUR PRACTICE AS A TRUSTED ADVISOR/MASTER PRACTITIONER PRESENTED BY DR. SHAYNE TRACY DATE JUNE 7TH 2012© 2012 Odyssey Consulting Institute TM
  2. 2. Presented By Dr. Shayne Tracy© 2012 Odyssey Consulting Institute TM
  3. 3. The Role of Coaching Consulting Coaching Knowledge CompetenciesCounselling Practices Training Learning Processes Behavioral Models Mentoring
  4. 4. 80/20 RuleConsulting 80% -telling, advising, directing 20%- questioning, reflectingCoaching 80%- questioning, reflecting 20%- telling, advising, directing Keys for the Master Practitioner is versatility, flexibility, timing and trust
  5. 5. What Is Coaching?• Coaching is creating a safe, supportive, trust based environment for someone to have their “internal conversation” out loud• Coaching lives in language—language of change—change language, reframe, refocus• Coaching is creating a context for planned, self directed action and focused results
  6. 6. The Coach’s Arena of Influence Development Issue Behavior What We Do and SayEmotions PhysiologyFeelings The Brain Beliefs Needs Values Attitudes Learning
  7. 7. Self-Esteem — Intrinsic ValuingSelf-Awareness + Self-Acceptance = Self-Concept (Self-Esteem, Personal Vision, Intrinsic Valuing, Solution-Finding) High Clarifying, Confirming Questioning Process Client Risk Taking Probing , Exploratory Self-Concept Preliminary, Innocuous Low
  8. 8. Level of Coach InvolvementClient Level of Maturity
  9. 9. The Four Dimensions of Coaching1. The Client’s Story• Coaches recognize the significance of the “story” to the client• The coach encourages the client to share their “story” which provides context that may range from simple to complex issues and challenges• Coaches must never underestimate the value of simply exhaustive and non-judgmental listening
  10. 10. The Four Dimensions of Coaching1. The Client’s Story• Experienced coaches manage the client’s story-telling, knowing that they need less information than the client may think• Less experienced coaches may fall into the trap of believing they must understand all dimensions of the story
  11. 11. The StoryCoach: “That was a very interesting strategysession we had with the Executive Teamtoday?”……….“Tell me from your perspective what you sawhappening with the team”
  12. 12. The Four Dimensions of Coaching2. The Client’s Thinking (cognitive) process• This level enables the coach to get beyond the client story to examine how and what the client thinks• The coach may challenge the client to challenge their thinking, when the coach has identified that the client’s thinking may be flawed, limited, or negative
  13. 13. The Four Dimensions of Coaching2. The Client’s Thinking (cognitive) process• The coach must not presume to be the arbiter of sound and unsound thinking• Coaches must be highly vigilant in not imposing their own world views, values and judgments on their clients• The coach will encourage clients to retain their prerogative on choice of action in dealing with their personal/business situations
  14. 14. ThinkingCoach “ So you think that four out of the 6Team members are really buying in to the newproduct marketing strategy?”“What makes you think that?”
  15. 15. The Four Dimensions of Coaching3. The Client’s Feelings (affective/attitude response)• When the client identifies their key issues there will always be an emotional response• Coaches may miss this or are unsure how to react to this reality• One aspect of this confusion is that “feelings work” may appear more like “counseling”• Coaches may be unclear or uncomfortable as to boundaries and emotional expression, and may consciously or unconsciously try to shut it down
  16. 16. The Four Dimensions ofCoaching3. The Client’s Feelings (affective response)• A key coaching skill is the ability to appropriately facilitate “emotional expression”• Sometimes it is the very breakthrough that is urgently needed for the client to get unstuck• Clients may often bring heightened feelings into the room, whether the coach expects or appreciates it
  17. 17. Feelings Coach: “ How do you feel about the current situation, particularly with the 2 who haven’t bought in?” “You appear to have some strong feelings about this situation”……….silence is golden in coachingPrinciple: You cannot problem-solve without emotional clarity
  18. 18. The Four Dimensions of Coaching4. The Coach’s Use of Self• The coach’s use of self is a “higher order” skill that can define the difference between good and great coaching• The coach’s use of self may be described as the ability to put words around those intuitive moments of discrete discernment where we identify and synthesize the client’s “total messaging”
  19. 19. Use of SelfCoach: So what you are telling me is that thestrategy will go ahead regardless as to whetherthe 2 “delinquents” aren’t supporting it’?CEO: “Yes”Coach: I’d like to revisit the reasons the 2executives aren’t engaged. I believe it’s critical wehave their commitment. Can we have morediscussion on ways to get these guys committed?
  20. 20. The Seven Powers of Questions• Questions demand answers• Questions stimulate thought• Questions give us information• Questions encourage people to talk• People believe what they say more than what you say• The questioner is in control• Questions show that you care
  21. 21. The “Columbo” Effect• Columbo’s “just one more thing” questions were always the ones that would eventually trip up the suspect• Presented as almost an afterthought by Columbo, they almost always volunteered more information• The Coach will not use “just one more thing questions” to entrap the client, but rather to engage the client in reflection and cognitive reasoning
  22. 22. Coach/Client Conversation Dialogue Listening The Coach Reflection Reflection Timing Questioning Directive TheCoach Non-Directive Self-Limiting Beliefs, Blind Spots, Fears Options Choices Actions
  23. 23. Coaching/Consulting Means Congruence
  24. 24. Credibility + Reliability + IntimacyTrust = Self-interest *Mel Nelson
  25. 25. Coaching/Consulting Behaviors That Build Trust Talk Straight Deliver Results Listen First Keep Respect Improve Promises Confront Extend Openness Reality Trust Right Clarify Admit Wrongs Expectations Mistakes Loyalty Accountability Confidentiality
  26. 26. The Four Parallel Process Levels Telling and Selling Master Practitioner Get Attention Trusted Advisor Competent Unconscious Warrior Competence Conscious CONSULTANT Good Soldier Competence Conscious Being Incompetence LEARNING Unconscious Feeling Incompetence Thinking Spiritual RESPONSE Doing Emotional Intellectual APPROACH Physical Soul Heart HUMAN Head Hand Asking and Listening Coaching 27 Pay Attention© 2012 Odyssey Consulting Institute TM
  27. 27. To a butterfly who wants to learn new flying skills, e.g. hovering in mid-air like a hummingbird:• The consultant says: Here’s the program I have designed so that you can learn how to hover in mid-air like a hummingbird. And here’s the bill.• The mentor says: Pay close attention to me, and to what I do with my wings so I can hover in mid-air like a hummingbird. Now it’s your turn to give it a try. No, no, no. Not that way. This way. See it? Now you.• The counselor says: So, what you’re saying is that you want to learn how to hover in mid-air, just like a hummingbird. Is that what you mean?• The therapist says: We’ve concluded that this is a much more efficient way of doing what you want to learn. By following this guideline, you won’t experience those many difficulties. You’ll learn faster and won’t forget it.• The coach says: And how soon would you like to be flying like a hummingbird? In what ways could you acquire the necessary skills to do it? Who could help you with it? What’s your action plan? When are you going to start? Sandro DaSilva
  28. 28. NOW OPEN QUESTION AND ANSWER TIME© 2012 Odyssey Consulting Institute TM
  29. 29. JOIN US FOR THE NEXT ODYSSEY MOVEMENT - Q&A SESSION Title Monetizing Your Value Date July 12th 2012 Presenter Brent Patmos© 2012 Odyssey Consulting Institute TM

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