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Managing Effective Teams using the GROWTH coaching model

Managing Effective Teams using the GROWTH coaching model. Dieter Weinand. Session outcomes. Develop knowledge of the GROWTH coaching model and how to apply it to developing people View a coaching conversation in action To understand the difference between mentoring and coaching.

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Managing Effective Teams using the GROWTH coaching model

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  1. Managing Effective Teams using the GROWTH coaching model DieterWeinand

  2. Session outcomes • Develop knowledge of the GROWTH coaching model and how to apply it to developing people • View a coaching conversation in action • To understand the difference between mentoring and coaching

  3. “Employees are more engaged with their work when they are able to do what they do best.” Adapted from Buckingham & Coffman 1999 First Break all the Rules

  4. Coaching is…… “….unlocking a person’s potential to maximise their own performance. It’s more often about helping them learn rather than teaching them” John Whitmore, Coaching for Performance

  5. Coaching is………. • essentially a conversation • effective listening • asking the right questions • about learning • providing effective feedback

  6. Coaching is..….. achieving goals Where are you today? How will you get there? Where are you going? PoliticalState CulturalState InternalState DesiredState Existing State TechnicalState

  7. The context of coaching Awareness the product of focused attention, concentration & clarity the gathering of facts – what is relevant? • Responsibility • taking responsibility for our thoughts & actions • commitment & performance rises from choice, not blame

  8. 3 Pillars of Coaching Growth Model Coaching Skills Emotional Intelligence

  9. The GROWTH coaching system is… Relationships Building the trust G Goals What do you need to achieve? Reality What is happening now? R O Options What could you do? Will What will you do? W Tactics How and when will you do it? T Habits How will you sustain success? H Results Celebrating the results

  10. Something you have been putting off?

  11. Indicators of a Useful Coaching Conversation A – Actions C – Clarity E – Energy

  12. Coach / Mentor Ladder Listen Empathise Clarify NONDIRECTIVE Ask questions Discovery Share opinions Inform Provide guidance Give advice Informing Tell DIRECTIVE

  13. Problem Solving and Delegation Coaching Zone! Mentoring Zone!

  14. Where do you want your team or staff to be by the end of 2012? Next steps – goal / future

  15. Next steps - personally • Find a partner who you can work with to develop your coaching skills and goals • Agree how often you will meet – once a month, once every two months or once a term? • Create actions in between check-in sessions • Celebrate your progress – even the small wins!

  16. Broad applications • Leadership coaching • Peer coaching • Student coaching • Team coaching • Creating a coaching culture

  17. Vision without action is but a dream. Action without vision is a waste of energy. But a vision with action can move mountains. (Lao-Tze)

  18. Want more coaching ideas? • Request a free Leadership Coaching newsletter www.growthcoaching.com.au • Email Dieter Weinand: dweinand@growthcoaching.com.au • Enrol in our Coaching Accreditation Program

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