Driving High Performance Coaching
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The document discusses driving high performance coaching. It provides definitions of coaching from experts and outlines a learning framework with four stages of competence: unconscious incompetence, conscious incompetence, conscious competence, and unconscious competence. The document then details the coaching process, which includes establishing current competence, agreeing on learning objectives, empowering the coachee, providing feedback, recapping and summarizing the session. It also includes a qualitative process for compliance, analysis, development, and ability/skill, as well as a trend analysis chart. The overall purpose is to provide guidance on how to effectively coach others to maximize their performance.
Driving High Performance Coaching
- 1. Driving High Performance Coaching By Barbara Knight
- 2. “The task of the leader is to get his people from where they are to where they have not been.” Henry Kissinger Driving High Performance Coaching
- 3. “Coaching is unlocking a person’s potential to maximise their own performance. It is helping them learn rather than teaching them” (Whitmore, J, 2004) Driving High Performance Coaching
- 5. Driving High Performance Coaching Establish Current Competence Explains the structure of the coaching process and the ‘action plan’ Prompts the coachee to describe current competence by asking open-ended questions Ensures that the session is undisturbed Agree on learning objectives Prompts the coachee to define his or her own objectives Establishes an environment in which the coachee is motivated to learn Objectives have a standard and a timescale Treat the discussion as a partnership Empower Gives the coachee authority to act Stresses that mistakes are acceptable Gives encouragement to try again Asks about any concerns Remember that as a coach you are there to assess, develop and enhance behaviour Feedback Asks for feedback before giving it Gives praise and reinforces good behaviour first before looking at problem areas Gives feedback that is non-judgmental Acts as a mirror rather than a critic Recap and Summarise Ask how the session went Clarifies the next step and gets the coachee to summarise agreed upon objectives / action plan Agrees on the time for the next session and stresses that he or she is looking forward to the next stage
- 6. Qualitative Process Compliance Completes coaching dashboard requirements Identifies actual development area in line with the coaching observations conducted Analysis Enhances performance of the development area identified Development Follows the Training Management Methodology Application Meets coaching observations benchmark of 95% Ability/skill Completion of SMART action plan in line with areas of development Compliance Source: © Barbara Knight: the facilitator If you are using the source ensure source details are shown
- 7. Trend Analysis Source: © Barbara Knight: the facilitator If you are using the source ensure source details are shown 5% 5% 28% 20% 20% 5% 0% 20% 40% 60% 80% 100% Complete dashboard templates Identify actual development area in line with coaching observation Enchance perfomance of development area Follows Training Management Methodology Meet coaching benchmark Complete SMART action plan in accordance with area of development Octo…
- 8. Thank you Barbara Knight - the facilitator info@ccmg.org.za / bktraining@mweb.co.za Driving High Performance Coaching