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Facilitating Individual
Performance
Performance of an individual = potential +
attitude -
interference.
Interference creates a huge gap between the
potential and performance. It is usually based in fear, uncertainty and
doubt (FUD).9 Interference crops up
in many forms, but nothing gets in the way of peak performance more than
doubt.7 You can reduce interference by focusing attention of the
player. When the player's attention is focused, he enters a mental state –
the state of
relaxed concentration – in which he can learn and perform at his
best.8...
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Bad Feedback vs.
Good Feedback
Bad Feedback:
Demotivates, focuses on blame; creates
defensiveness and confrontation
Good
→
Feedback:
Encourages, focuses on
→
improvements
– achieved or possible; creates
trust and cooperation...
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Growing Role of
Non-directive Coaching
Coaching became one of the "hot" areas of
personal, professional, and business development. There is in-build
limitation in training and consulting, as well as directive coaching that
involves directing, telling and instructing, which is the person giving
advise or instruction has to know the answer already, or has to be able to
work it out. Given the complex structure in most organizations as well as
constantly and rapidly changing business environment in
today's
knowledge-driven economy, that is an unrealistic proposition.
Non-directive coaching that involves
inspiring,
asking
effective questions, summarizing, paraphrasing, reflecting, and
listening can help you and the player you are coaching achieve amazing
results. If you adopt non-directive approach, people learn in minutes things
that would take you, operating from a more conventional directive model,
hours to teach.
Focusing on the Person, Not
the Subject
Coaching is the key to unlocking the potential
of your
people, your organization, and yourself. It is based on the concept that
individuals learn most from the everyday
application
of skills and by trying things out in
practice.
"Not only is there no established body of
knowledge called coaching, but the coach often has less expertise that the
one being coached. The coach does not need to impart knowledge, advice, or
even wisdom. What he or she must do is speak and act, in such a way that
others learn and perform at their best," writes Myles Downey, the author of
Effective Coaching.
The coaching is all about helping others to
identify and define their specific
goals, and
then organize themselves to attain these goals.
Coaching deals with building an individual's personal skills, from setting
the goals, to
communication, management style,
decision making and
problem solving.
Coaches draw upon a client's inner knowledge,
resources and
creativity to help him or her be more effective. It is about bringing
the same structure and creativity to your interaction with colleagues as you
bring to
solving business problems.
Increasing Role of Coaching
at Work
The
→
new breed of leaders
recognizes that in today's complex
business environment autocracy no longer works, yet the empowerment
alone is not enough. New
management model is a
→
synergy
of three roles: ❶ Manager;
❷ Leader; ❸
Coach...
More
→
Inspirational Leader:
10 Roles
Balanced Organization: 5 Basic Elements
Corporate Leadership
(Fire):
Coaching vs. Micromanaging
Micromanagement won't work when
→
teamwork
and
continuous
→
innovation
is a priority...
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Modern Management: 12
Breakthrough Ideas
Source: Harvard Economic Review Executive
summary by Anastasia Bibikova.
The best ideas related to the practice of
management. If you know somebody has used them, don’t try to repeat. Simply
consider them, debate them and let them inspire your own thinking!...
8. The Use of Giving Alms:
There is no use giving alms to those who need
assistance. Why should you be too much compassionate to people who are just
looking for 2-3 “coaching” words to find their own way/ solution?...
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Executive
Leadership Coaching
→
Today,
→
corporate leaders
must be coached on a regular basis. Constant, rapid and unpredictable
change require high
→
flexibility
in
→
leadership.
In this rapidly changing environment,
executive coaching can
increase individual productivity significantly...
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Coaching and Self-Coaching
with the GROW Model
The GROW (Goal, Reality,
Options, Wrap-up) model is one of the most common coaching
tools. The framework provides a simple four-step structure for a coaching
session.
To
→
improve
your performance and develop a roadmap to your personal success, you can
also use the
GROW model on yourself:
identify specific goals you wish to achieve; assess the current situation;
list your options and make choices; and, finally, make steps towards your
goal specific and define timing...
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Managing
Cultural Differences
When coaching someone from a
→
different culture
,
use
cross-cultural differences management techniques and
skills,
in particular...
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Selling by Coaching
To be a
great salesperson,
you must
treat your prospective customer as
a player who wants to achieve extraordinary results. You are to help the
player win.
Business e-Coaching
To build
sustainable competitive advantage
for the
new knowledge-driven economy and
compete successfully
in the rapidly changing marketplace, companies need continuous coaching
and learning support to be provided to all their key employees in a continuous
and timely way. Responding to these needs, the first-ever online
Business e-Coach was developed and launched by 1000ventures.com in 2001...
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Coaching Involves...
Coaching Toolkit...
Coaching in the Team
Context...
Foundation of Successful Coaching...
NLP Solutions:
Coaching Others...
Providing Effective Feedback: the
AID
Model...
Observing - the Key to Coaching...
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