This week I ran my training course, Coaching at Work for a group of managers interested in using coaching skills to improve motivation and performance in their businesses.
Here are their personal learning objectives along with my closing tips related to them, which I thought might be useful to share more widely.
By the way, I’ve changed the names to protect privacy. I will send a copy of my e-book Coaching Headaches and How to Cure Them to anyone who can identify where I got these names from.
Alexandria: What’s the difference between coaching and mediation?
If mediation is about resolving differences then I suppose coaching becomes a structure for having those sometimes difficult conversations.
Babylon: How to use coaching to integrate a merged team
We saw that one of the facets of a high performing team is a sense of alignment to a common goal. I would have both individual and group coaching conversations to discuss what such a goal should be, making sure that sense of ownership is there.
Diana: How to use coaching to deal with difficult behaviour
Whilst you might need some other skills initially such as giving accurate feedback on behaviour, the coaching will kick in at the point the individual realises the effect of their behaviour and expresses a willingness to change. Many people have such a dulled sense of awareness that they simply don’t realise what their behaviour is doing to others.
Halicarnassus : Using coaching to get back to the people side of business
We can describe coaching a being performance focused yet person centred, i.e. in the end it is only people that can create change and improvement
Colossus: Using coaching to bring people forward
Coaching is always about forward momentum. It starts from the her and now and helps people plan their next steps, irrespective of what may have happened in the past.
Pyramid: To learn about coaching generally
I hope you did!
Jupiter: Using coaching in PDRs, etc
Performance Development Reviews (PDRs) represent a natural opportunity to utilise coaching techniques My advice would be to spend plenty of time looking forward and setting new aims, rather than getting bogged down in what happened last year, etc