the importance of creating a coaching culture
TRANSCRIPT
Creating a coaching culture in the work place
Mentoring
Mentoring Subject Knowledge and experience is vital
Long term
Career and Capability
Experienced guide
Can be more informal and meetings can take place as and when the mentored individual needs some guidance or support
Counselling
Counselling Focus on the past
Looks for symptoms
Offer techniques to combat unwanted behaviour
The expert on the client
What Coaching is not Giving advice, answers, talking a lot and not listening
Lead, steer and control
Manipulate and sell an idea
Therapy
Give negative criticism
Long term dependency
What is Coaching Asking questions What? Why?When?How ?Where? Who?
Help to Help self
Responsible for own actions
Make coachee feel empowered and inspired to work towards there goal
Everyone is unique
Self esteem
The Universe!
Facts and Figures The annual cost of sickness absence has climbed to
almost £29 billion for UK organisations, according to new figures from PwC.
The average cost of hiring a new employee in the UK is around £5,300 figures from Reed Recruitment
The Big one!
Figures Gallup world survey
Only 13% of employees in the global work place feel engaged.
WOW!When organizations successfully engage their
customers and their employees, they experience a
240%boost in performance-related business outcomes.
Key Business Facts – Strategic benefitsAttract more business
Improve customer service
Provide structure, guidance and focus
Monitor and evaluate actions
Guide individuals to adopt better solutions
Promote initiative and accountability
Motivate and sustain momentum
The Complete Guide to Coaching at Work- Zues & Skiffington 2006
Key Business Facts – Interpersonal benefitsUnearth and tap potential and creativity
Coordinate career and personal life
Increase the ability to cope with and welcome change and transitions
Improve concentration, confidence, relaxation and decision making
Remove performance fears and anxieties
Eliminate unhealthy work stressors
The Complete Guide to Coaching at Work- Zues & Skiffington 2006
Coaching tool kit
Coaching Tool Kit Coaching Contract
Coaching Preparation Document
Coaching Plan Goals and/or Developmental Needs identified:
Number of Sessions Required:
Dates of Sessions:
Duration of Sessions:
Diagnostics and techniques to be considered:
Coaching notes To be used by the coach during the coaching session
Coachee name: Date:
Target: (What do you want to achieve)
Here and Now: (What is the current situation?)
Ideas: (What options can you choose from? What are the likely consequences of each choice? What are the best options to choose?)
Next Steps: (Based on your choices, what actions are you going to take, when, and on a scale of 1 to 10 how committed are you to taking them?)
Keeping Track: (What date will we review your progress and what steps are you going to take to review your progress?)
Coach Reflections To be completed after each coaching session by yourself
Name of Coachee: Date: Overview of models and diagnostics used:
Effectiveness of coaching approach: (i.e. relationship with coachee, use of questioning, listening and feedback techniques)
What I did well:
What I could improve upon:
End of session feedback from coachee:
Personnel Development planPersonal development goals.
Actions to ensure I achieve the goals.
When By.
Coaching Tool Kit T – Think (What is the outcome you desire)
H – Here and now (What is happening at the moment)
I – Ideas ( What choices do you have and what are the consequences)
N – Next steps ( what actions are you going to take)
K- Keeping Track ( when are we going to review what has been done)
Coaching Example
What next? EMCC (European Mentoring and Coaching Council)
CIPD (Chartered Institute of Personnel and Development)
The Complete Guide to Coaching at Work (Zues & Skiffington)
Coaching,Mentoring and Organizational Consultancy supervison,skills & Development (Hawkins & Smith)
Coaching & Mentoring at Work (Connor & Pokora)
Coaching & Mentoring Theory and Practice (Gravey,Stokes and Megginson)
Thank you !