www.opm.co.uk/futureleadership/

Future Leadership Programme

Reflections on coaching

in leadership practice

Google ‘coaching’ for 133 million hits or ‘coaching models’ for 8.5 million hits!

Just Some of the Approaches…..!

Sports CoachingDirectiveCoaching

Life Coaching

Executive Coaching

Team Coaching

Paradoxical Coaching

Coactive Coaching

Evidence based

Coaching

Leadership based Coaching

Cognitive Behavioural

Coaching

Ontological &Existential Coaching Person

Centred Coaching

Solution FocussedCoaching

AnalyticCoaching

NLP based

Coaching

Some helpful definitions of coaching…..

• The process of empowering others

• The art of facilitating the performance, learning and development of others

• …involves expanding people’s capacity to take effective action

• A process that enables learning and development to occur and thus performance to improve

(Downey 1999)

(Robert Hargrove)

(Whitmore 1995)

(Rogers 2004)

Coaching…

A method of work-related learning which relies primarily on one-to-one conversations

DeHaan 2005

And in an organisational context:The core value of coaching is about facilitating

personal and organisational learning and change

(and how we can influence it positively as leaders)

Features

The Coach facilitates:

• Reflection on actions and thinking• Acknowledgement, release and development

of personal strengths• Overcoming or reducing obstacles to

development

Creating and exploring a personal mapCreating and exploring a personal map

All of us spend One life living it, Another, thinking it. And the only life we have Is split between The true one and the false.

Extracted from the poem ‘ I’m so full of feeling’ by Fernando Pessoa (1888—1935)

Exploring the Map: The Johari window

1 2

3 The hidden area

Open/free area Blind spot

4 Unknown area

Conversational space, verbal, open and explicit, free area to share and discuss

Thought but not spoken by coachee, known but kept hidden, sensitivities, fears, hidden agendas, secrets, manipulative intent

Things unknown by coachee but known to othersIgnorance about oneself, personal style, impact on others, lack of self awareness, EQ issues

Unknown to coachee and others. Can include feelings, latent abilities, behaviours and attitudes Can be positive or influence negatively.

Johari and the coaching relationship

1 2

3

The hidden area

Open/free area ‘Blind spot’

4

Unknown areaS

elf

disc

over

y

shar

ed

disc

over

y

Self disclosure/exposure

Fee

dbac

k &

insi

ghts

Core Techniques

Behavioural and OrganisationalChange

Reflection

Developing Self Awareness

Dialogue

Questioning& Listening

RapportBuilding

4- ExperimentationPlanning/trying out

what you have learned

2- Reflection/Observation

Reviewing/reflecting on the

experience

3 Abstract-ConceptualisationConcluding/Learning from the experience

1-Concrete Experience

Doing/having an experience

Reflection

Dialogue

Insightthrough reflection

Working with others

Act inSpecific

situations

Handle differentsituations

Judgements&

decisions

Coaching is a form of learning that relies on one to one conversations. In a work context this includes…

Developing Self Awareness

Behaviour/style

Relationship skills

Knowledge

Attitudes

Values/ethics/convictions

Personality of the coachee in five nested layers

Rapport Building

The ability to relate to others in a way

that creates a climate of Trust

and Understanding

Questioning and Listening

Questions about:

Range of questioning

What content andknowledge to applyIn specific situations

How individualrelates to andhandles content

Personal characteristics

Listening: In different ways for different messages and insights

Options for the Coach - The ‘Coaching Window’ *

Suggesting

Exploring

SupportingConfronting

* De Haan 2005

Options for the Coach

Problem-focused

Person-focusedInsight-focused

Solution-focused

Suggesting

Exploring

SupportingConfronting