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1、Welcome to this Workshop on “Coaching For High Performance” in the New Millennium What do you know about “Coaching”? Me, the Manager What kind of manager am I? Coaching - What does it mean? Core Caching Skill - Asking Questions GROW - The Tool of Coaching G - Goal Setting R - Reality Check O - Optio
2、ns W - What, When, Who and Will Role Play - You are the Coach Agenda Of The Workshop Lets Brainstorm Please write down what you know about “Coaching” The Manager as Coach Coaching in Action Learner Learner Coach Coach Organisational Factors The Coaching Relationship Coaching For High Performance In
3、The New Millennium What kind of Manager am I? does as much as possible himself focuses on tasks rather than people delegates work focuses on people rather than tasks Please chose (? ?) : A Doer A Developer Reasons for being Doer (1) Traditional Manager Concept The traditional concept of management:
4、managing = Giving Orders managing = controlling managing = solving problems yourself Most managers do rather belong to the group of “Doers”. Reasons are as follows: Reasons for being Doer (2) Internal / Personal reasons Trust Risk Control Satisfaction Time Skills Reasons for being a Doer (3) Time an
5、d Skills There are two main reasons, why they Do so: Is being / becoming a developer worth the effort? Individual performances? The teams performance? Your performance as manager? The performance of the organisation? Your career within the organisation? If you invested more time in developing, would
6、 there be significant benefit to be gained in terms of: Do they live up to their potential? Do you agree to the following statement? “There is a gap between the actual performance and the potential of the employees I manage.” YesNo Please chose (? ?) : What Coaching can do? to help you to get a (bet
7、ter) developer. to narrow the gap between performance and potential of your staff. The most important aim of coaching is: Improve Performance Coaching is an important tool: Definition Of Coaching Coaching is helping people to develop and perform to their highest potential . Coaching For High Perform
8、ance In The New Millennium Why Coach? What does it mean to ? To help someone to change their behavior in a way that they will be able to sustain, because it enables them to build on what they already know and do A response to to be leaner, flatter, faster, better etc As standards keep rising , manag
9、ing to improve performance is the key to profitability and to achieving your business goals in an increasingly competitive world Coaching For High Performance In The New Millennium Section Core Skill of Coaching Coaching For High Performance In The New Millennium Questions? Please write down, when a
10、nd why you use questions. Why Ask Questions? NOT ? TO GET INFORMATION FOR THE QUESTIONER BUT ? TO DEVELOP THE LEARNERS AWARENESS ? TO SHARPEN THE LEARNERS FOCUS ? TO STIMULATE LEARNERS RESPONSIBILITY ? TO HELP THE LEARNER FIND THEIR OWN ANSWERS ? TO GET LEARNER TO TAKE OWNERSHIP OF THE PROCESS Coach
11、ing: the art of asking questions Spontaneous Raising coachees awareness Open Questions When and What can you coach? You can coach in basically every situation You can coach yourself and/or your employees Some opportunities for coaching ?making a plan or decision ?solving a problem ?meetings with sta
12、ff ?problematic relations between employees A very good way of finding out if coaching is possible is this: Every time someone comes to you and has a question: Ask yourself: “Do I have to answer it, or could they answer it themselves?” But be aware that sometimes staff just needs your quick help and
13、 information. Overdoing it will not help. A very good way of finding out if coaching is possible is this:A very good way of finding out if coaching is possible is this: Every time someone comes to you and has a question: Ask yourself: “Do I have to answer it, or could they answer it themselves?” But
14、 be aware that sometimes staff just needs your quick help and information. Overdoing it will not help. As We Go Along Keep Thinking About One of Your Associates and Any Related Live Coaching Issues for Real Role Play Later On Remember! Remember! G GR RO OWW - Asking What questions When and What for
15、G Goal setting (mid- and long-term) R Reality Check - clarify the current situation O Options: discussing and settling on alternatives / ways / actions to reach the goal W What? When? Who? Will? What should be done? When by whom and does the will exist to do it? GROW G GR RO OWW - Some hints for ask
16、ing the right questions (1) THE FOLLOWING HINTS MAY HELP YOU TO SUCCEED Its about - helping , NOT telling Its about - letting it out , NOT hammering it in Its about - unlocking peoples potentials Its about - helping someone to get the best performance out of themselves Its about - stepping back, and handing over the responsibility for improvement to the Learner Its about - turning problems into guided learning experiences Do not impose your solu
