Noble  Manhattan  Coaching  Ltd  

AIMS:  To develop an awareness and understanding of the key skills that coaches require in providing the best possible support for their clients.

 

AIMS  and  OBJECTIVES  

OBJECTIVES:    •  To understand the role of the coach-client

relationship

•  To develop the skills of effective coaching

•  To transfer best practice from the workshop and apply it to the coach-client relationship  

FOUNDATIONS  

90  %  on  TELEPHONE  

NON  JUDGEMENTAL  

NON  DIRECTIONAL  

NO  ANSWER  

A  DeFinition  of  COACHING  

“Coaching is about performing at your best

through the individual and private assistance

of someone who will challenge, stimulate and

guide you to keep growing.”

                     by  Gerard  O’Donovan  

COACHING  IN  ACTION  

THE G R O W

MODEL    

Prepared  by  Gerard  O’Donovan  

PURPOSE  To  introduce  participants  as  coaches  to  the  powerful  coaching  method  of  the  GROW  sequence  of  questioning,  and  enable  them  to  see  their  way  forward  on  personal  and  

work-­‐related  issues    

FOUR  PILLARS  

©  Gerard O’Donovan  Coaching In Action  

Reality    

Goal    

Final  step  encompasses  goal    

More  opCons    

Short  lines  represent  various  opCons  when  choosing  a  way  forward  towards  the  goal  

The GROW Sequence

COACHING  CIRCLE  

INTRODUCTION  

For a coach to bring out the best in a

performer, they must allow and

enable them to review past

performance. The purpose behind

this is to determine the best place to

begin changing their actions with a

view to improving future

performance.

PURPOSE  

To  give  participants  a  simple  and  effective  coaching  tool  to  improve  their  own  performance  on  a  job-­‐related  task.    To  enable  them  to  learn  self-­‐coaching  so  that  they  can  change  their  actions  and  improve  future  performance  without  supervisory  help.  

APPLICATION  You  can  use  this  self-­‐coaching  activity  as  a  trainer,  line  manager  (who  really  wants  to  delegate)  or  external  coach  with  staff  or  participants  who  must  learn  to  trust  their  own  experience  as  a  basis  for  future,  improved  performance.    The  simple  structure  implicit  in  the  process  can  be  trusted  by  performers  and  supervisors.  

Noble  Manhattan  Coaching  Ltd