Critical Competencies for Credible Coaches

Is coaching a natural part of your managerial toolkit? Developing critical competencies for credible coaching is essential …not optional! Yet 92% of managers report that coaching is not part of their role.

Formal annual appraisal systems are often ineffective so, there are benefits to supplementing the formal, approach with less formal but more immediate and ongoing feedback sessions.

Coaching can provide individuals with timely and specific support they need to enhance and accelerate their personal development.

Google's Project Oxygen. The 10 behaviors of Google's best managers

Back in 2008 project oxygen was launched to identify what makes a manager great at Google. 10 years on and this research was revisited. Coaching is still the number one skill in the qualities that employees value when asked what makes a manager great at Google

Developing Coaching Competencies

Coaching is a flexible development tool; it is essential that coaches are equipped with appropriate skills to enable them to use coaching as an enabler to personal and business performance.

This critical competencies for credible coaches event enables you to focus upon exploring and developing the competencies and processes that are critical to ensuring organisations and individuals derive value and lasting benefit from coaching:

Duration 3 Days.

Critical Competencies for Credible Coaches is essential for you to:

Focus on coaching as a tool for developing others
Select and use the appropriate tools and techniques to enable sustainable, & measurable behavioural change.
Encourage Response and Ability in others
Contract for improved performance
Identify, and develop individual differences – strengths and limitations
Establish and agree vision, goals, objectives and tasks
Make effective use of team resources
Minimize resistance to change
Adapt to cultural differences
Significantly improve focus on individual and team goals
Evaluate the outcomes from your coaching and its contribution to business performance
Develop Critical Competencies for Coaching Credibility

Critical Competencies for Credible Coaches

Content

Exploring Coaching Models

Recognise opportunities to coach via the implicit explicit formal informal coaching model
Structure the session with OSKAR (Outcome, Scaling, Know How, Affirm & Action, Review)
Use CLEAR to structure the coaching session (Contracting, Listening, Exploring, Action, Review)
Explore Goals & Challenges with GROW (Goal, Reality, Options, Will)
Recognise Motivation, motivators and de-motivators
What can we ACHIEVE? (Assess current situation, Creative brainstorming of alternatives to current situation, Hone goals, Initiate options, Evaluate options, Valid actions, Encourage momentum)

The Coach in Context

Your own amazing expertise and experience and its benefits and limitations
Use the coachee’s experience to inform the coaching agenda
Recognise explicit information and exploring implicit information
Ensure consistency in the coaching environment
Understand and adapting to differences in cultural values
Successfully coach across a diverse audience (cultures, races, genders, styles & ethnicity)
Develop best practice with The Coaching Game

Characteristics of the Coachee

I am here! Identifying where and creating movement from where they are at present to where they want to be in the future
Getting to know their territory: Insight – seeing what is in their world
Readiness – attending to what constrains or enables them to respond in their world
Identify competency gaps
Revealing authentic vision – clarifying the difference they want to make
Skillful Action – transforming vision into action

The Coaching Contract

First meeting essentials
Forming a partnership
Transparency how you can both make the relationship productive
Structure expectations – The coaching contract
The pre-coaching checklist/questionnaire
Confidentiality and ethical behaviour

Contracting

Evaluate the readiness of the coachee for coaching
Establish guidelines for confidentiality
Agree third party roles in the coaching (The coachee’s boss, HR)
Data protection and safeguarding
Develop realistic and challenging coaching goals and realistic time frames for achievement
Recognise the need to re-contract when appropriate
Tailor the coaching process to the unique needs of the coachee and organisation

Building and Maintaining Coaching Relationships

Identify and manage resistance and conflict
Influence with and without authority
Maintain confidentiality on sensitive organisational and individual issues
Maintain the balance of the coaching relationship and professional boundaries
Appropriately challenging the coachee and managing defensiveness without impairing
the coaching relationship
Flex and adapt to work with a diverse group of clients, stakeholders (cultures,races, genders, styles and ethnicity

Business Acumen

Identify business functions and their inter dependencies
The strategic planning process and its relationship with team and individual goal setting
Governance structures and practices and how they interface with business operations
Political agendas and how they impact the organisation
Knowledge of current business events, issues, trends and constraints
Awareness of of political hotspots

Maintaining Energy & Enthusiasm

Maintain energy, optimism and enthusiasm during the coaching process
Emotional control and mindfulness
Maintain resilience – bouncing back after mistakes and failures
Manage stress not to allow it to interfere with the coaching process

Listening for Potential

Recognise your own faulty filters
Not allowing details to distort your listening
Listen actively and respectfully

Choosing and using words that work

Recognise the importance of language patterns and sentence structures
Choose and use words that work to achieve your intent
Get answers with Quality Questions
When to use directive and non directive language
Clarifying and moving forward

Interpersonal Sensitivity

Flexing your style in response to how it impacts others and fits with the needs of others
Demonstrate an interest in people; showing curiosity about the lives, goals, experiences, and perspectives of others
Being alert to subtle behaviours providing clues about others and checking out those responses
raising awareness of bias

Development Planning

Assist the coachee to establish ownership and responsibility
Plan and gain commitment to a coaching time table
Establish qualitative and quantitative measures of results for coaching goals
Identify what can be achieved in coaching and recommending appropriate training or experience to address developmental goals
Identify the need for referrals to other professionals where necessary

Facilitating Development and Change

Respect the coachee’s point of view and offering alternative points of view
Select the most effective feedback model to enable constructive feedback
Offer specific strategies suggesting appropriate behavioural changes
Fabulous feedback – Exploring best practice with the feedback game
Encourage the translation of ideas into action plans
Identify the appropriate ending point in the formal coaching process
Work with the coachee to identify ongoing developmental support and resources in his/her environment and to establish a transition – ending plan

Developing your personal action plan and determining your support needs

Identify support needs for your coaching activity