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Jen Gash OTShow 2013


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Jen Gash OTShow 2013

  1. 1. Coaching Skills for Occupational Therapists: developing your professional practice and enabling personal change Jen Gash Occupational Therapist, Coach
  2. 2. “We already do this anyway” What’s this fuss all about? • Important questions for today’s session? • What is your perception and understanding of coaching? • What sort of conversations do you currently have with your clients/patients? • Conversations and enquiries that help your clients, you, your team and your business…..
  3. 3. Brief history of coaching…. • • • • • • • • Kinship groups Shaman’s and healers The confessional Talking therapies – the new confessional Personal development/new age movement The modern confessional…Freud…Oprah “Administering the celebrated self”… coaching! Health coaching, Executive coaching, Corporate coaching, Business coaching etc Simon Western (2012) Coaching and Mentoring: a Critical Text
  4. 4. Definitions of Coaching • “partnering with clients in a specific conversation-based, thoughtprovoking and creative process that inspires them to move from their current state to a more desired future state “ Stober & Grant, 2006; International Coach Federation, 2011 • “coaching is unlocking a person’s potential to maximize their performance” he continues “ building awareness, responsibility and self belief is the goal of a coach”. John Whitmore 2002 • “coaching addresses the whole person – with an emphasis on producing action and uncovering learning that can lead to more fulfilment, more balance and a more effective process for living Whitworth et al 2005
  5. 5. Soul Guide “Mirror to the Soul” Inner-self & Experience Network Coach Psy Expert “Emergent Strategist” Networked-self and connectivity “Technician of the Psyche” Outward-self & Performance Managerial “Role Coach” Role-self and productivity Western (2012)
  6. 6. Fundamental principles • • • • • The power balance is equal in the relationship The coaching space is created jointly by both parties. “The relationship is a designed alliance.” The coach is responsible for creating the structure and maintaining the focus of the session. “The agenda comes for the client”. The client is at the point in their lives where they are ready to commit to the process and move forward. The coach is self aware, works without judgement and does not “tell” or advise the other person what to do. The coach respects and honours the client’s journey and understands that “the client is naturally creative, resourceful and whole”. (Adapted from Whitmore 2002 and Whitworth et al 2005)
  7. 7. Power, relationship, expectations • How does a coaching or a coaching style fit with: • a patient : therapist relationship as opposed to • a client : coach relationship? • In a coaching relationship, the client is the expert and the relationship is designed around what they want/need
  8. 8. What “works” in occupational/ health behaviour change? • • • • • • What do you think? What does “research” tell us? What doesn’t research tell us! What works for you, personally? What has worked for your patients/clients? What do you intuitively know?
  9. 9. Listening • Deep Listening; global, active, intuitive, attentive listening “Attention, the act of listening with palatable respect and fascination, is the key to a Thinking Environment. Listening of this calibre is enzymatic. When you are listening to someone, much of the quality of what you are hearing is your effect on them. Giving good attention to people makes them more intelligent. Poor attention makes them stumble over their words and seem stupid. Your attention, your listening is that important.” (Kline 1999 p 37)
  10. 10. What sort of ears do you wear when you are with your patients? • Are you already listening for certain answers from your client? • Are you expecting the “usual story” • Are you generating solutions whilst you listen? • Are you thinking about the tea? • How easy is to listen at fully without judgment or assumption?
  11. 11. Questions • Generally open ended questions that invite greater possibility or expanded learning and fresh perspective (Whitworth 2005) • Allowing time for client to think, really think, not jumping in too soon: Conscious use of silence • “if one sits in a clearing long enough and quietly enough, soon all the animals come out the woods and present themselves” Thoreau • Chasing answers/solutions doesn’t always work
  12. 12. • What are the benefits of not being well/not achieving this? (context – internal and external) • How do I sabotage my plans? • What sense do I make of that? • What worked in the past when I did something similar? • What might work now? • What’s one tiny thing you could do that might start this off?
  13. 13. Types of planners… • Objective oriented planning: SMART, linear: goal, steps, achieve (only 25% of people!!!!) • Domain/direction planning: have a vision and direction, but move forwards without targets • Task planners: respond to short term tasks/deadlines “en route” • Existential/non planners: “whatever will be, will be” We need to know what works for our clients, at a tangible planning, action-oriented level
  14. 14. Small steps • Making plans like: “I’m going to start swimming 3 times a week” rarely work • Small steps. Small enough to keep the amygdala asleep • “I will stand up and walk for 1 minute in front of the TV while the adverts are on” that’s small Dr Bob Maurer “One small step can change your life”
  15. 15. Beliefs • • • • • This always happens to me I never get it right I am not clever enough I can’t make decisions Don’t set your sights too’ll only feel let down • Real men provide for their family • Good mothers are….
  16. 16. Health related beliefs? • • • • • • • If I work too hard, I will become ill Working will worsen my depression My father was like this, so I will be Everyone else is healthy/happy Doctors/the NHS can cure me There must be a pill for this I am not able to change, I am just like this “What are you believing about this, which is not helpful?”
  17. 17. Models and Approaches • Many, many models and acronyms in abundance…GROW, DREAM, STAR etc • Many, many approaches: Behavioural Coaching, Cognitive-Behavioural Coaching, Motivational Interviewing Coaching, NLP, Coactive Coaching, Narrative coaching etc • “coaching someone” or adopting a “coach approach” to your existing practice?
  18. 18. Integrating coaching into your work/practice How does coaching fit into your model of practice/daily work? Permission to coach? • Taking a coach approach to all OT interventions? • Formal v informal • Coaching sandwich: coaching…formal assessment…coaching • Or Elicit – Provide – Elicit • On-going coaching as an enabling tool?
  19. 19. Conversations for the stuck client • • • • • • • • • What are your assumptions? What seems to be the main obstacle? What are you choosing to ignore? If you were at your best what would you do right now? Where are you giving away your power? What requests can be made to get you going? How might this obstacle help you? What if you do nothing? What do you know now, that you will find out in a years time?
  20. 20. Conversations to expand selfawareness • What motivates you? What’s important for you? • When are you unable to laugh at yourself? • Is what you are doing right now fulfilling or numbing? • Who are you at your best? • What are your strengths/gifts? • What are you grateful for ? • How do you get in your own way • What works well for you?
  21. 21. Conversations for broadening options • Without censoring yourself, quickly write down 7 things you could do to move yourself forward. • If you had free choice in this, what would you do? • If you knew that you could not fail how would it be to do…? • How could you turn this around and enjoy the process?
  22. 22. Discussions about moving forward • How will you pull this all together? • What tiny step could you take that would make sense this week? • What ever your first step is, what might stop you from doing it? • When will you do it by? (pressure v accountability)
  23. 23. ” A profound shift in culture has to take place… providing the kind of orchestration that evokes our creativity and bring out the best of each person’s talent is a very powerful metaphor” Margaret Wheatley Leadership and the New Science
  24. 24. Thanks for listening. Special conference offers: 4 for 3 on individual coaching sessions 25% discount for online courses! Feel free to get in touch if you want some further information for yourself or staff – we can have a coffee over Skype or IRL! 07772267004 Twitter @otcoach @jenngash Find me on Linked In!

Notas del editor

  • Talk about telephone coaching: “I can see with my ears”
  • Socratic questionsWisdom accessing questions that help people find their brilliancInquiry and change go hand in handTo me, coaching is an “inquiry” a piece of research into our “living”
  • In our work as health care professionals, the role of beliefs and values cannot be underestimated.Talk about the culture that the NHS is trying to change: empowerment, choice etc versus the benefits of not taking responsibility for our health and not exercising choiceHow do we, as HC professionals, perpetuate some unhelpful beliefs
  • Discuss :Being sent for coaching V paying for it yourselfHas anyone here paid for coaching? How did paying for it, change your approach to it?
  • ??SKIP if short of time