We ran our core programme, Coaching at Work again this week. Here are the participants’ Personal Learning Objectives along with my closing comments.
Names have been changed to protect the innocent but I’ll send a free paper, Coaching for an Easier Life, for anyone who spots where I’ve got the replacement names from. Just leave a comment.
Jack: Coaching for the development and motivation of Team Leaders
I hope that you feel that you’ve learnt enough to pass on to your Team Leaders. Actually one of the best ways of reinforcing things that you learn on a course is to try to teach them to other people. I recommend that you cover PERFORMANCE = Potential minus Interference and the Performance, Learning and Enjoyment triangle in the first instance.
Kate: Coaching for thoroughness
The simple coaching question here is “How thoroughly can you do this?” As people figure out the answer, they naturally and automatically discover ways of being more thorough. Magic!!
Sayid: Coaching for self….then team
I think it was Gandhi who said “If we want to change the World with whom should we start, ourselves or others?” (but he did only make one film!)
Hugo: Coaching for proactivity
This is about our second key principle of Responsibility. It’s about getting people to choose to be proactive rather than trying to make them proactive. In turn this is about creating an interest in the benefits of the proactive approach knowing now that focus follows interest.
Sun: Coaching for “Emotional Intelligence”
The term itself was brought to our attention by Daniel Goleman, with his book ‘Emotional Intelligence and Primal Leadership’ in 1995. Essentially it’s about being aware of your own emotions as well as the emotions of those around you, understanding how those emotions impact on behaviour and learning how to adapt your behaviour to achieve the desired outcome.
What better way than coaching, with its emphasis on the raising of non judgemental awareness, to get people in touch with these things?
Aaron: Coaching through challenging times
There are few more challenging times than helping people come to terms with possible or actual job loss. Just remember that some people and organisations pay an absolute fortune to outpalcement organisations for career coaching. You now have the ability to provide real, meaningful support to people facing this major change. You might not be able to stop the waves, but you sure can help them surf!