Growth - Explore New Waters for Your Success
Colin Thompson
Managing Partner Cavendish/Author/International Speaker/Mentor/Partner
?
Grow Coaching Model
?
Coach does the Leading ?
?
* Teaching Coach -
Sharing
Showing and Helping
Stretching and Challenging
?
Learner does the Leading
?
* Leaning to Learn Coach
?
Encouraging and Celebrating
?
Goals
Reality
Options
WILL
?
Grow is a progressive coaching model often used in career coaching for employees/volunteers.
?
I-Smart Goals
?
Inspirational
Specific
Measurable
Achievable
Results oriented
Time framed
?
Grow Reality
?
Specifics, not generalists
?
Descriptions, not judgements
?
= Result
?
Increases awareness, encourages, informs.
?
Builds confidence in the manager as a support not a threat.
?
Grow Options
?
Obvious options
Outrageous options
What`s another way?
What have others done?
Mind maps
De Bono`s thinking hats
Brain shower
What if?
What else?
Feed forward
?
Grow Will
?
What will you do?
?
The coach can ask questions to secure accountability...
?
What are the major actions you need to take?
What is your next step?
When are you going to do it?
What challenges might you encounter?
What support might you need?
Who will you inform?
How will you measure your success?
When will you report your progress?
?
Outcomes
?
O Objectives: This stage is similar to the G in Grow in that the manager will attempt to get an idea of what specifically the employee/volunteer is trying to achieve.
U Understand the reasons: It is vital that the reasons behind wanting to achieve the objective are understood. More often than not employees/volunteers either under - stretch or over-stretch their objectives.
T Take stock of the present situation. It`s important to spend time analysing the reality of the present situation so that a manager can establish a baseline.
C Clarify the gap. Between where they are now and where they need to get to, in order to achieve their objective. An inexperienced coach can jump from Reality to Options without fully understanding the gap that has to be crossed or filled.
O Options generation. Take time here and do not jump in the first option. Ask, And if there was one other way you could do it, what would it be? or` What would be the result if you did nothing?` The pros and cons of each option need to be discussed.
M Motivate to action. Check the motivation of the employee/volunteer to move on the actions. Are they agreeing to actions because that is what they think the manager wants to hear or are they really motivated to move on the actions?
E Enthusiasm and encouragement. The manager must at all times show enthusiasm for the objectives ahead and encourage the employee/volunteer to do as best they can.
S Support. The manager must always show support for the manager in the tasks agreed and must also ask if there is any support that they have to put in, in order to assist.
?
Asking Good Questions
Good questions for a coach to use are questions that...
?
Raise or increase awareness
Drill down to specifics
Explore what`s not being said or addressed
Evoke descriptive responses
Encourage people to take responsibility
Empower or stimulate others to come up with ideas to solve their own issues
?
The rules of the Process
?
Both parties are asked to make each question a dialogue, not a dictate.
?
Focus on the future, not the past.
?
Quietly listen to the other person`s ideas.
领英推荐
?
The Six questions
?
1. Where are we going?
2. Where are you going?
3. Where going well?
4. What are key suggestions for improvement?
5. How can I help?
6. What suggestions do you have for me?
?
Feed back
?
How people typically respond to our attempts to influence them...
?
Resistanc
Compliance
Negotiation
Synergy
= Increasingly positive influence.
?
Constructive Criticism
?
Point out the difference between present performance and required performance - the performance gap.
Describe specifically the negative impact of current performance.
Invite their response - their perspective of the situation/issue.
Ask for ideas about how they can correct the situation.
Explain clearly any steps you plan to take -? corrective action, changes, support. etc
Agree on an action plan and a timeline/date for follow-up.
Express confidence that they can correct the situation.
?
Feed Forward
?
A positive and supportive approach to making changes...
?
Identify one or two behaviours or situations you want to change/improve/develop.
Ask for one forward-looking suggestion about how to make this change.
Simply thank the other person and move on
Reciprocate.
?
Coaching Competencies
?
Individuals who demonstrate coaching skills well will typically:
?
Appreciate the value of excellent coaching and incorporate several coaching styles and strategies into his/her own work approach.
Encourage others to participate in group settings; influence and inspire others; serve as a mentor.
Not shirk from coaching challenges; be persistent, positive and creative about attaining better future results.
Regularly conduct one-to-one meetings with reports to other coaching; look for what motivates individuals most.
Make his/her performance expectations clear and hold others accountable for meeting challenges work standards for production, accuracy and completion.
Continually consider the question, How can I make the people around me more successful?
Have the capability to identify ability in others and nourish it.
Practice day-to-day coaching (setting specific objectives and holding frequent progress reviews) as the most effective way to increase performance.
Be a relentless people-developer; ask the right questions, offer the right assistance, and make intelligent assumptions about people.
Discuss career growth proactively and clearly with his or her employees/volunteers.
Create opportunities for employees/volunteers to become visible in other departments, whether through new work responsibilities or cross-functional team involvement.
Coach people to succeed before they have an opportunity to fail.
?
Fresh thinking requires a vision to see beyond the conventional. When you combine excellent quality with outstanding value for money you will begin to realise the full potential of creative and well presented business solutions. Together, the sky`s the limit. Have passion to learn and let the knowledge help you to be successful in life.
Life is all about learning and change, the day we stop learning and changing?is the day we stop living and being successful!
How are you planning your successful future?
?
Leadership for Success is Building Trust and Success is a Journey also, take on board this excellent publication for your success;
?
`Cracking the Success Code`
?
?
The Winning Strategies for a Successful Life with Creative and Successful Solutions
?
“I cannot control what life does to me—but I can control how I react to what life does! Hope for happiness and a positive way to have fun and smile at all times by being a giver”.
-????????? Colin Thompson
?
·???????? Success is a journey, not a destination
·???????? Our goal is simple…to help you reach yours
?
Together we can make a difference in life...
Have fun, learn heaps, and enjoy every step of your journey!
The only moment that matters is the one that is happening right now - whatever your desire, go for it and enjoy the moment in your life.
Life is fun; life is hard work, but just look at the success you will?have?in your life.
?
Enjoy life and be happy.
Together, we can do it one step at a time.
Our Vision:
Changing Limited People into Limitless People and
Turning Limited Companies into Limitless Companies
Fresh thinking requires a vision to see beyond the conventional. When you combine excellent quality with outstanding value for money you will begin to realise the full potential of creative and well presented business solutions. Together, the sky`s the limit.
Have passion to learn and let the knowledge help you to be successful in life.
Success is a journey, not a destination
Our goal is simple…to help you reach yours
?
“The Capacity to Learn is a Total Gift, the Ability to Learn is a Great Skill, the Willingness to Learn is a Choice for Your Future”
-?????? Colin Thompson
?
Sharing successful information for your success from many sources.
?
?
?
?
?
?