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Coaching - managing a professional dialogue

Learn the essential components of coaching through the GROW model, including goal setting, reality assessment, exploring options, and establishing will. Discover how to engage in effective dialogue, practice open questioning, active listening, and body language to drive commitment to action. Engage in practical sessions to hone coaching skills and foster professional development.

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Coaching - managing a professional dialogue

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  1. Coaching - managing a professional dialogue Norma Honey June 2008

  2. Coaching session • Context • Silent Grow • Practice

  3. Definition of Coaching • ‘You cannot teach a person anything, you can only help him find it within himself.’ Galileo • As John Whitmore writes, 'Coaching is not merely a technique to be wheeled out and rigidly applied in certain prescribed circumstances. It is a way of managing, a way of treating people, a way of thinking, a way of being.' - to GROW people, performance and purpose together.

  4. The GROW model –John Whitmore Goal -what is to be achieved from the session specific, measurable Reality –key aspect – where are you now Options – what can you do to achieve your goal Will – what where when and how

  5. Effective dialogue • Establish the goal • How will you know that you have achieved that goal? • Howwill you know that the problem is solved? • Examine current reality • What is happening now? • What , who , when, how often? • What is the effect orresult of that?

  6. Effective dialogue • Explore the options • What else could you do? • What if this or that constraint were removed? • What are the benefits and downsides of each option? • What factors will youuse to weigh up the options? • Establish the will • So what will you do now…. And when? • What could stop you moving forward? • And how will you overcome it? • Will this address your goal? • How likely is this option to succeed? • What else could you do?

  7. The Silent Grow • Establish the goal • How will you know that you have achieved that goal? • How will you know that the problem is solved?

  8. The Silent Grow • Examine current reality • What is happening now? • What , who , when, how often? • What is the affect or result of that?

  9. The Silent Grow • Explore the options • What else could you do? • What if this or that constraint were removed? • What are the benefitsand downsides of each option? • What factors will you use toweigh up the options?

  10. The Silent Grow • Establish the will • So what will you do now…. And when? • What could stop you moving forward? • And how will you overcome it? • Will this address your goal? • How likely is this option to succeed? • What else could you do?

  11. Effective practice Open questioning Active listening Body language Commitment to action

  12. Practice • In 3s Each has opportunity to be coach, coachee, observer • 2. Coachee –brings a problem • Coach works through the Grow process • Observer comments on the process • 3. I hour –divide the time approx 15 mins for dialogue

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