IMechE 'Coaching for managers' webinar slides

LEARNING &
DEVELOPMENT
“THE MOST SUCCESSFUL
PEOPLE AND BUSINESSES
NEVER STOP LEARNING”
This session will start at 12:45
COACHING for Managers

User guide
 Questions/ comments: chat box
 Host only
 All participants
Write here…..

 The essence of coaching
 Key coaching skills
 Coaching continuum
 GROW coaching model
 Appropriate times to coach
Agenda

True or false?
To be a good
coach you need to
have a sound
knowledge of the
area which you
are coaching
someone on?

Coaching introduction
“Coaching is the art of facilitating
the performance, learning &
development of another.”
In Coaching the focus is on achievement and
fulfilment and moving forward in a goal orientated
fashion

Coaching Mentoring
 Mentoring works particularly well
when
 You want a sounding board for
your ideas, thoughts and plans
 You want someone to help you
with networks, sources of
information, advice and further
support
 You want someone to share their
personal experiences with you
 Coaching works particularly well
when:
 You are highly motivated to make
meaningful change
 You want individual attention,
encouragement, challenge and
support
 You want to address areas of personal
development and/ or performance
improvement
The coach needs no experience,
knowledge, or expertise in the
field of the coachee. They need to
create a partnership built on
rapport and trust and apply their
coaching skills to get the best out
of their coachee in line with what
they want to focus on
The mentor is someone who will
help their mentee navigate their
way through the career structure,
act as a sounding board and help
them get the career experiences
they need at the time when they
need them.

Quotes
 “You cannot teach a man anything. You can
only help him discover it within himself.”
Galileo
 “Coaching is unlocking a person's potential
to maximize their own performance. It is
helping them to learn rather than teaching
them.”
John Whitmore, in Coaching for
Performance
 “Great coaches do not tell people what to
think. They point people in the right
direction to find the answers. This self-
restraint is one of the most difficult
challenges of leadership.” Thomas Bandy
 “Mentoring is imparting to you what God
has given me. Coaching is drawing out of
you what God has given you.” Dale Stoll

Summary - benefits of coaching
 Improved performance
 Fewer ‘human’ errors
 Increased visible performance
 A decrease in managerial time
 Confidence and motivation
 Increased proactivity
 Improved confidence
 Increased two-way communication
 More confident and effective leadership
 Improved leadership from team-leader level
 Decision speed improved

Behaviours & skills
Listening
Giving
feedback
Summarising
Offering
guidance
Instructing
Giving advice
Telling
Paraphrasing Asking
questions
Making
suggestions
Reflecting

Coaching spectrum
Non Directive
Directive

Asking effective questions
 Gather general and specific information
 Help someone remember something more clearly
 Shift someone’s attention
 Understand someone’s values and help them appreciate
another person’s values
 Help someone to link two thoughts, or situations, together
 Help someone appreciate something from another
person’s perspective
 Help someone come to a conclusion
 Influence someone to action and the effects of that action
 Prepare someone to overcome barriers to action
 Influence someone to think about a situation positively
 Help someone gain learning from an event or
circumstances

 Eyes
 Ears
 Body
 Attitude
Total listening

Kolb learning cycle
Experience
ReflectPlan and
experiment
Theorise

GROW coaching model
Goals Reality
OptionsWill

GROW - goals
 End goals
 Progress/discussion
goals
 SMART goals

 What is it you would like to discuss?
 What would you like to achieve?
 What would you like from (to achieve) this session?
 What would need to happen for you to walk away feeling
that this time has been well spent?
 If I could grant you a wish from this session, what would it
be?
 What would you like to be different when you leave this
session?
 What would you like to happen that is not happening now?
 What outcome would you like from this
session/discussion/interaction?
 Is that realistic?
 Can we do that in the time we have available?
 Will that be of real value to you?
GOAL questions

GROW - reality
 What is happening
now
 Blockers &
enablers
 Establishing the
“gap”

 What is happening at the moment?
 How do you know this is accurate?
 When does this happen?
 How often does this happen? Be precise as possible
 What effect does this have?
 How have you verified or would you verify, that it is
so?
 What other factors are relevant?
 Who else is relevant?
 What is their perception of the situation?
 What else have you tried so far?
REALITY questions

GROW - options
 Brainstorming
 As many
ideas/solutions as
possible
 Primary source the
coachee
 Coach suggestions
(if necessary)

 What could you do to change the situation?
 What alternatives are there to that approach?
 Tell me what possibilities for action you see. Don’t worry
about whether they are realistic at this stage.
 What approach/actions have you seen used, or used
yourself, in similar circumstances?
 Who might be able to help me?
 Would you like suggestions from me?
 Which options do you like the most?
 What are the benefits and pitfalls of these options?
 Which options are of interest to you?
 Rate from 1 – 10 your interest level in the practicality of
each of these options
 Would you like to choose an option to act on?
OPTION questions

GROW - will
 Evaluate
 Comparison
 Choose an option
 SMART Actions

 What are the next steps?
 Precisely when you take them?
 What might get in the way?
 Do you need to log the steps in your diary/PDP?
 What support do you need?
 How and when will you enlist that support?
WILL questions

SMART actions
 Specific
 Measurable
 Achievable
 Relevant
 Timely
 Each step is a
SMART action

Knowledge, skills & attitude
Process
Commit-
ment
Purpose
Attitude
KnowledgeSkills
Ability
Know how Know what
Know why

Contact us
 NAME: Victoria Hampton
 EMAIL: v_hampton@imeche.org
 OFFICE: +44 (0)1903 815634
 MOBILE: +44 (0) 7713 565 683
“THE WIDEST RANGE OF TRAINING
PROGRAMMES DESIGNED FOR
ENGINEERS
AND BUSINESSES WITH
TECHNICAL PEOPLE
AROUND THE WORLD”

IMechE 'Coaching for managers' webinar slides

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IMechE 'Coaching for managers' webinar slides