Coaching

Question 1

FACTS

Answer 1

Coaching needs to face up to the FACTS and offer honest Feedback, make sure its clients are held Accountable, set Courageous goals, find and maintain the perfect Tension and pay attention to the System as a whole.

Question 2

FACTS Coaching goal

Answer 2

FACTS-based coaching aims to find the right balance of challenge and support, in contrast to traditional coaching

Question 3

FACTS Key to growth

Answer 3

Growth happens when the coach sets goals that challenge the client and supports her in reaching them.

Question 4

ZOUD Why is it important?

Answer 4

Being able to enter and sustain the ZOUD without damaging the coach–client relationship is a key component of FACTS-based coaching. To do so the coach must be challenging yet respectful, empathetic yet growth orientated.

Question 5

Four stages to give feedback

Answer 5

Observe the facts, judge their impact, invite the client to a conversation about your observations and assumptions, and agree on future action.

Question 6

Why give challenging feedback?

Answer 6

Not giving challenging and honest feedback is a risk – because feedback is essential for the client’s progress.

Question 7

Tension and performance

Answer 7

But countless psychological findings confirm that everybody has an optimal level in between anxiety and comfort where they enter a state of flow and peak performance

Question 8

Coaches and accountability

Answer 8

Coaches need to hold their clients accountable to the larger commitments their organization has mad

Question 9

What is coaching

Answer 9

Is the day-to-day, hands-on process of helping team members recognize opportunities to improve their performance and abilities

Question 10

Growth Mindset

Answer 10

• We believe that skills, abilities and talents will grow with time, experience and effort
• We think challenges are something to embrace
• We show perseverance and resilience in the face of mistakes and setbacks
• We are motivated to work harder

Question 11

Growth Mindset X Fixed Mindset

Answer 11

Fixed: I can either do it or I can’t do it
Growth: I can either do it or I can’t do it YET!

Question 12

Growth Mindset about people you’re coaching

Answer 12

When we coach others, it’s important to hold a growth mindset about them. If we don’t believe that the other person has the capacity, ability and potential to develop and improve, then the coaching won’t be effective.

Question 13

What is empathy

Answer 13

When you understand the feelings of another, but you don’t necessarily feel them yourself

Question 14

Cognitive empathy

Answer 14

Being motivated to help the other person in dome way

• listening with the intent to understand
• get inside your team member’s frame of reference
• you see the world through their eyes
• imagine what it’s like to be them in their situation

Question 15

Emotional empathy

Answer 15

Being emotionally in tune with the other person

• put yourself in your team member’s way of feeling not just in their way of thinking
• you don’t have to feel what they feel
• you can recognize differences
• you’re not trying to change how they feel

Question 16

Behavioural empathy

Answer 16

• When your cognitive empathy and emotional empathy combine to motivate you to want to be of help
• “helping” doesn’t mean telling them exactly what to do, or doing it for them
• supporting them through the process of self-discovery, decision-making, and taking meaningful action

Question 17

Summoning strengths - What it is?

Answer 17

an encouraging way of reminding someone who they are, what they’re capable of, and what you and others value in them. It is about acknowledging who someone is and how they contributed, rather than the result itself.

Question 18

Summoning strengths - How to do id?

Answer 18

Focus on the “who” and the “how” the action was done instead of the “what”

Use: Your adaptability and initiative made an enormous contribution to the success of this proposal.

Instead of: You did a great job completing a complex client proposal on time or I really appreciated the great job

The first example focus on the “who” and the “how” the team member using their adaptability and initiative. It’s a recognition for who the person is and the value they bring, not just for what they’re doing

Question 19

Summoning strengths - Why should we do it?

Answer 19

Because praising the result (what) tends to have a temporary positive impact, and acknowledging the person’s strengths (who and how) can have a permanent positive one.