Fundamentals of Coaching Flashcards
Define “Enrollment”
To support another person as a committed partner in inventing a new future consistent with their vision and commitments and in taking action to make that future a reality.
What are the “stages of enrollment?”
R- Relate( rapport) A- Align(agreement) I- Inquire( generate possibility) S- Support( know that they have answers) E- Engage( call to declare)
What is the importance of “completion?”
Completions release energy and are a state of being in which you have peace of mind achieved by declaration- sometimes being complete occurs directly from declaring something complete with no action required
What are the three types of trust?
- Blind trust- denial, refuse to acknowledge that it could be broken
- Simple trust- no experience of trust- no concept of trust
- Authentic trust- choose to focus on the quality of the relationship and trust anyway
Why is accountability important in a coaching relationship?
It creates:
- Ownership
- Power of choice
- Creativity
What are the”6 components of a worldview?”
Immediate circumstance- issues, roles, responsibilities Objectives- short term outcomes Vision and Sense of Possibility Values and Belief Frame of Mind- attitude/ mood Background- experience, culture, social
What are the four main “Autobiographical Responses?”
Evaluating- judging- agreeing/ disagreeing
Probing- asking questions from our past exp. - “leading”
Advising- telling what should be done
Interpreting- explaining why they behave the way that they do- “personalized”
Define- S.M.A.R.T. Goals
S- Specific M- Measurable A- Aligned R- Risking T- Time-Based
What are the “presupposition of performance coaching?”
Behind every behavior is positive intent
Every behavior is useful in some context
People have all the resources they need
The mind and body aren’t separate
Choice is better that no choice
The meaning of your communication is the response you get
Requisite variety- the element in the system with the most flexibility will be the controlling element People make the best choice available to them at the time
People are whole and complete and work perfectly
There is no such thing as failure, only feedback
What are the four main “Speech acts?”
- Request- the act of asking for something
- Promise- a declaration to do/ refrain from doing something(same as a request, but doesn’t require a response)
- Declaration- the act of reconstituting a set of relationships ( shapes new possibility)
- Assertion- an interpretation that you can back up with evidence
- Affirmation- te act of stating or putting forward positivity ( may not have evidence/ demonstrates commitment)
What are the “levels of enrollment?”
-3 hostility
-2 cynicism
-1 apathy
0 neutral
1 interest
2 enthusiasm
3commitment
What does “ taking a stand as a coach” create?
Taking a stand:
generates certainty
brings committed action
doesn’t require justification or a prescription
What are the “3 places to stand in generating life?”
- Invent the Game- you are the author of your life
- Join the Game- not in ownership of the game (passive)
- Criticize/Judge the Game- evaluating life
What is the main point of the Biology of Belief?
,,
What are the “3 components os accomplishment?”
- Commitment- includes commitment to the specific outcome(s) and to the work needed to accomplish it/ them
- competencies- include the competency to do the activity and stick with it
- Systems- include both the physical and non-physical structures that will support the commitment
What is epigenetic?
Epigenetic- is the study of the molecular mechanisms by which environment controls gene activity.
Genes are not destiny- factors such as stress, nutrition, and emotions can modify genes without changing the basic blueprint.
Define the “Ecology of Coaching”
Is an interconnected process with several processes working together: rapport, outcomes, ecology( system), and practices/ actions
What are the “ Layers of Fixedness?’
Fixed Behavior- Image
Fixed Emotions
Fixed Beliefs
Authentic Self--->feedback
--->self discovery
There is always a source to a belief
Language creates our reality and generates evidenceDefine “Ecologically Mindful Coaching”
Conducting coaching practices that bring forth awareness of the patterns and interconnections of all other actions that enhance our body, mind and our connection with others
What are the levels of competence?
Beginner- aware that she cannot perform effectively
Minimally competent- has begun to act, requires supervision
Competent- can perform independently
Virtuoso- excels in domain
Master- participates and creates in the domain
What are the “Three motivational needs”
Achievement- Acknowledgement
Power- Control
Affiliation- relationships
What is the order of steps for the “Technology of Breakdown?”
- Declare the breakdown
- Declare the commitment
- Declare your commitment to resolve the breakdown
- Create your plan
- Be in action
Describe F.O.R.M.S. Feedback
F- Factual O- Observable R- Reliable M- Measurable S- Specific
List the “ Levels of Processing and Change”
Environmental- where/ when- external opportunities and constraints
Behavior- what- specific actions/ reactions
Capabilities- how- give direction/ guide through a mental plan
Compare the “ Image Model vs. Purpose Model
Image Model= Protection- is about having people see me how I want to be seen
(Image(blind decision)–>action consistent with image–>result–> reinforces image)
Purpose Model= Always answers the question “why?
(Purpose (created consciously)–> action consistent with purpose–> results –> adjust actions as needed to be consistent with purpose)
What are some “behavior/ temperament style test assessment tools?”
Meyers- Briggs
Firo-The Persona Profile System- Social Behavior
The Behavior Matrix
What are the “2 domains of communications?
Communication that: Produces something (Player) - speaking productively Explains something (Journalist) - speaking about productivity
Define “Distinction”
The act of indicating any being, object, thing or unity involves making an act of distinction what has been indicated as separate from its background. Each time we refer to anything explicitly or implicitly, we are specifying a criterion of distinction, which indicates what we are talking about and specifies it properties as being, unity, or object
What do distinctions make possible?
- Clarity
- Access to effective action
- Peace of mind
- Being responsible and authorship
- Transformation
- New Future
Discernment enable a person to take action
To draw distinctions, what are key questions to ask?
- What is actually happening?
- Is there another way to look at it?
- What is possible now?
- What is missing?
- What are the specific issues, questions, components, aspects, or concerns involved here?
Reframing is a way to make a distinction
List some examples of the “context of performance coaching”
-Who do you need to be as a coach= context
We are performance coaches- this is about making it happen now- it is about you and your accomplishments in the world
-Coaches create powerful relationship
-If you are coaching, “how many, by when” is the most critical relationship you can have
Considerations of a Self Observation Practice
A self- observation exercise provides structure for a person to observe themselves in life.
- What is the person paying attention to now
- What are you noticing they are not observing about their life/ situation
- What are their questions the person could ask him or herself to suport
- Is the client noticing their actions affect the outcome they are creating
- What does the client want to observe to be able to tell how she is performing
Requirements for creating “ win- win” agreements
An agreement to discuss options until a “WIN- WIN agreement is reached.
- both parties are aligned philosophically on desired result
- There are guidelines in place for how communication will be
- Resources are identified that will help
- Identify what accountability system will be used and what the consequences for failure to keep the agreement are
Things to keep in mind when speaking
Am I clear in my mind about what I kwant to say?
Am I using words and phrases to convey what is in my mind?
Am I getting meaningful feedback…
Am I remaining objective
Am I keeping in mind my assumptions and opinions?
Things to keep in mind when listening
What is the speaker’s intent
Am I listening actively
What information does the speaker want me to have
What assumptions and conclusion am I reaching?
What emotional or physical barriers might be at work in distorting this message?
What information is NOT being provided?
What are the “ steps of creating agreements?”
- Clearly state what’s wanted
- Ask permission to discuss now
- Both parties share ideas and solutions
- Ask questions, invite discussion
- Establish success factors
- Identify potential breakdowns
- Clarity and clearly restate agreements
(Connect back to effective action/ request committed speaker- committed listener- clear request- by when and how will I know)
