I’m really looking forward to working with you across the two linked sessions on September 19th and November 7th. We’ll be exploring the most effective way leaders can empower others and ensure that they step up to accept responsibility. Coaching means you don’t give people “the answers” instead you create an atmosphere and offer them a framework, which allows them to find their own answers to issues they must make decisions on. They find the solution to their issues by being able to choose options that take into account their own style and personality. This is why coaching brings results when giving advice may fail.
Excellent leaders can act quickly when necessary and are prepared to take charge if a real crisis necessitates this. On balance, however, they understand the importance of developing staff and are thus comfortable taking on a coaching role. Coaching is the hardest leadership style to master as it requires the use of the most emotional intelligence competencies, and this is the reason why it’s necessary to invest in two sessions to understand and internalise the skills. Coaching skills are needed to run high-quality one-to-ones with those who report to you. The quality of the one-to-ones is a key factor in the development of an empowered culture within an organisation.
If you’re new to coaching, you’ll receive a good insight into how to coach effectively. If experienced, it will help you to clarify your present strengths and explore how to 'fine-tune’ your approach. You won’t be practising by role-playing, instead, you’ll help each other problem-solve. Please, therefore, come to each of the two sessions prepared to discuss a real issue you face at work (or personally) that you’d welcome the opportunity to reflect on that issue with a view to exploring the options you have to move forward.
Outcomes
By the end of 2 linked sessions, you’ll have:
- Explored research on the impact of a leader’s style on the culture of the team and understood why coaching skills are critical for effective leadership.
- Reviewed how the GROW model offers structure when coaching.
- Understood how Kolb’s learning cycle supports coaching.
- Reviewed the key skills you need to coach effectively.
- Focussed on the complex skill of challenge when coaching.
- Considered the qualities that must be demonstrated to build trust and rapport when coaching.
- Undertaken personal awareness work designed to enhance these qualities.
- Had the opportunity to practice coaching and received feedback to help you identify your strengths as a coach alongside ideas to develop further.Pre-workPlease complete the attached questionnaire before our second session on Nov 7th. You can’t get a poor profile when exploring your “drivers” as your drivers are strengths. The downside however can be that without awareness they have the potential to limit our flexibility at times. Please put your answers in Column A and then press the “results tab”. This version will automatically collate and add your scores. It will take approximately 15 minutes to complete.
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