The document discusses coaching and change management support for professional service firms. It introduces John Wade as a professional services consultant specializing in change leadership and management. It then discusses what coaching is and isn't, different types of coaching including performance, engagement, and developmental coaching. The GROW(TH) model is presented as a common coaching method to help clients set goals, understand their current reality, identify options, commit to actions, and develop habits to sustain success. Group coaching is also briefly mentioned.
2. Who we are
e: john.wade@occm.co.u
k
t: 08448 484853
m: 07815 889790
John Wade
Professional services consultant specialising in
Change Leadership and Change Management
Experienced Practice Manager and Practice
Director for legal service firms; and Operations
Director and COO for financial services firms
Professionally trained Coach and Mentor
Law Society approved Lexcel consultant
MBA. PRINCE2®, CMCE and CBCI qualifications;
FILM; AIC; AMBCI
3. Coaching – what it is; and isn’t
From performance to systems: moving from one to many
Coaching types
The GROWTH model: the method
The GROWTH model: in action!
Session outcomes
4. Coaching: why?
“Employees are more engaged with their work when they are able
to do what they do best.” Buckingham & Coffman 1999: First Break all the Rules
“The art of facilitating the performance, learning and development
of another” (Downey, 2003)
“Coaching is …developing … skills and knowledge … job
performance improves, … leading to [and achieving]
organisational objectives… targets high performance and
improvement at work… usually lasts for a short period… focuses
on specific skills and goals.” (CIPD 2009)
“….unlocking a person’s potential to maximise their own
performance. It’s more often about helping them learn rather than
teaching them” John Whitmore
10. GROW(TH)
G Goals What do you need to achieve?
R Reality What is happening now?
O Options What could you do?
W Will What will you do?
T Tactics How and when will you do it?
H Habits How will you sustain success?
Relationships Building the trust
Results Celebrating the results
13. Vision without action is but a dream.
Action without vision is a waste of energy.
But a vision with action can move mountains.
Session outcomes
Vision without action is but a dream.
Action without vision is a waste of energy.
But a vision with action can move mountains.
15. Vision without action is but a dream.
Action without vision is a waste of energy.
But a vision with action can move mountains.
(Lao-Tze)
Notas del editor
Make the ‘why’ point: puts people on the defensive, and is backward-looking. Instead ask how or what. Give example:
“Why did you change that process”, or “what kind of benefits were you hoping to see?”
“Why did you fail with that issue/project?”, or “What did that result tell you for next time”
Kipling (amended) “I have six honest serving men, they serve me straight and true; their names are What and Which and When; and How and Where and Who.
“Unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them” (Whitmore 2003)
“A collaborative, solution focused, result-orientated and systematic process in which the coach facilitates the enhancement of work performance, life experience, self-directed learning and person growth of the coachee” (Grant 1999, basic definition also referred to by the Association for Coaching, 2005).
“A professional partnership between a qualified coach and an individual or team that support the achievement of extra-ordinary results, based on goals set by the individual or team “(ICF, 2005)
“The art of facilitating the performance, learning and development of another” (Downey, 2003)
“Coaching is directly concerned with the immediate improvement of performance and development of skills by a form of tutoring or instruction” (Parsloe, 1995).
“Coaching psychology is for enhancing well-being and performance in personal life and work domains underpinned by models of coaching grounded in established adult and child learning or psychological approaches” (Special Group of Coaching Psychologists, part of the British Psychological Society)
“Coaching is about developing a person’s skills and knowledge so that their job performance improves, hopefully leading to the achievement of organisational objectives. It targets high performance and improvement at work, although it may also have an impact on an individual’s private life. It usually lasts for a short period and focuses on specific skills and goals.” (CIPD 2009)
“Psychological skills and methods are employed in a one-on-one relationship to help someone become a more effective manager or leader. These skills are typically applied to a specific present-moment work-related issues….in a way that enable this client to incorporate them into his or her permanent management or leadership repertoire” (Peltier 2010)
[Co-active] coaching is “a powerful alliance designed to forward and enhance a life-long process of human learning, effectiveness and fulfilment” Whitworth et al (2007)
“Coaching is about enabling individuals to make conscious decisions and empowering them to become leaders in their own lives”
Make point that the client (coachee) is increasingly involved in driving and defining the content element of the intervention, the further left they go
Mention occm training and facilitation
Stress journey of discovery for organisation
Link: Empathy in Situational Coaching, pp22 – 41, McGraw Hill http://www.mcgraw-hill.co.uk/html/0335246559.html
CIGAR, used when goal is already set and it’s about improving their performance whether they buy into organisational goals or not. Current position; Ideal situation; Gap; Action; Review http://my.safaribooksonline.com/book/coaching/9781849281041/chapter-3-models-of-coaching/heading_id_19_xhtml
OSCAR, useful where more of a team-based approach: Outcome; Situation; Choices and Consequences, Action, Review http://www.worthconsulting.co.uk/oscar-model
FACTS, useful with partners and senior business managers, as it’s more challenging around their self-perception and risk-appetite, Feedback; Accountability; Courageous Goals; Tension; Systems thinking http://www.factscoaching.com/about-facts/
Change Management; Coaching through Change; Change Leadership
Direction: strategic workshop and other facilitation; Corporate Coaching; Executive Coaching
Conflict: Management; Resolution; Creative Thinking; Perceptual Positioning
Group Dynamics and Team Building/Management
All use different coaching techniques, albeit the same questioning; all use different models. Effective coaches know which and when to use