As a leader you get truly exceptional results when your people take the responsibility for making things happen. This level of empowerment requires leaders to be both effective coaches and mentors.
Our solution helps leaders to:
Learn how to coach their people in order to achieve goals
Empower staff to solve their organizational challenges - coached by their leader
Practice the leader's art of coaching and mentoring people
Coaching and Mentoring for Leaders equips leaders with practical and powerful coaching models and builds their capability to use them both formally and informally. Leaders will also learn how to become effective mentors, effectively passing on their wisdom and helping grow the leaders of the future.
Eight coaching gifts
This training is focused to improve the core coaching tool the "coaching conversation", i.e. listening and questioning to help the coachee see something or value something that they did not see or value before. The true test of this is the action that is taken. Successful coaching conversations work in a way that frees the client to take action. The following eight coaching gifts have been developed to create a greater understanding of the skills and methods needed to be a successful coach.
Observing Coach - Makes sense of learning situation:
Ability to help coachee make sense of previous learning experiences.
Encourages coachee to make interpretations and to critically reflect as to which
interpretations are valid and which are not.
Knows how to evoke the coachee to enquire more deeply into their own experience
- creating greater understanding and awareness.
Helps the coachee identify their underlying concerns and rigid ways of perceiving
Coordinating Coach - Understands current reality and what is:
Is able to give clear feedback on the current reality.
Asks 'grounding' questions that help the coachee focus on the current reality.
Helps the coachee explore their concerns with the current situation.
Helps relate coachee fears and concerns to the reality of the situation.
Uses metaphor to help the coachee see their current reality in new terms.
Supporting Coach - Be deeply heard:
Is able to listen empathically, with an ability to give 'free attention', can focus 100%
on the coachee's needs.
Is skilled at playing back to the coachee what they have said- checks for
Is attuned to coachee's verbal, non-verbal and body language signals.
Encourages the coachee to express their feelings and emotions, without judgment.
Helping Coach - Connect with feelings
Can quickly establish intimacy and build rapport.
Respects the coachee and trusts they can solve their own problems.
Is able to work with the coachee's emotions without feeling uncomfortable.
Knows how to create a safe environment where feelings can be explored.
Values the coachee for being who they are.
Inspiring Coach - Acknowledges success and celebrates learning
Encourages the coachee to celebrate their successes and acknowledge themselves.
Helps the coachee see where they have learnt and grown.
Acknowledges small improvements between coaching sessions as well as big shifts.
Helps the coachee to celebrate when they have taken a risk that paid off.
Puts humour to good effect -to create fun, lightness and energy.
Motivating Coach - Creates the vision and see the possibilities
Can help the coachee move between the 'big picture' of the coachee's future vision
and the current reality.
Can galvanise the coachee into seizing learning opportunities that support their vision.
Will facilitate the coachee to explore new ideas and solutions, evaluate their likely
impact and to make informed choices.
Creates an environment where the coachee can experiment with ideas playfully.
Can spot and challenge coachee's limiting beliefs that hold back idea generation.
Directing Coach - Determines action and give commitment
Is able to encourage the coachee to plan and set goals.
Supports the coachee to pull together relevant information to build a development plan.
Works with coachees to update plans in the light of reality and the changing real world.
Is direct in asking the coachee to take action to move towards their stated goals.
Hold coachees responsible for their results and outcomes.
Reforming Coach - Objectively tell the truth
The ability to "tell the truth to the coachee objectively with an intent to be supportive".
Is prepared to tell the coachee how they are falling short of the agenda and/or goals
they set for themselves
Gives the coachee plenty of space to reflect and respond to any feedback given
Is willing to ask direct questions aimed at highlighting what the coachee is concealing
or unaware of.