Purpose Of Coaching Flashcards
What is the purpose of coaching?
To develop solutions which improve capability, confidence, and/or performance. Coaching should result in a skills or behaviour improvement that lifts results.
Which area of the Success Triangle is Coaching primarily directed at?
Capability (although it may also link to the other areas)
A coach should aim to hit a ‘sweet spot’ between N______ & P______ and O____ & S_____
Numbers & Plans
Observations & Skills
A coach should aim to hit a ‘sweet spot’ between C______ & C______ and M____ & A_____
Collaborative Coaching
Motivation & Advice
Why is it important to keep written records (coach’s log) of coaching?
They help to make you memory independent and support effective follow up and feedback. They also build engagement and receptivity by providing continuity in coaching conversations and the ability to ‘reference the past to go to the future’
What is the benefit of coaching high performers?
You will learn best practice that you can share with others.
They are also the people most likely to be able to make the biggest improvements with the least amount of time and effort.
How should the LHCF relationship technique principle be applied in your coaching
Show your people that you LOVE what you do by being eager to coach, discover best practices and share helpful advice. Show that you CARE for your people by being supportive and taking the time to coach them.
HELP your people to do better by being honest and sharing good advice with them, even if it’s not what they want to hear.
Have FUN coaching. Continually look for ways to make your coaching sessions enjoyable and engaging.
Explain the concept of tactful honesty
Unless people are given honest feedback, there is no way they can improve their skills and do better. A key word is ‘tactful’. This does not mean you reduce the honesty of your feedback, or minimise it’s significance. Tactful honesty is keeping the discussion focused on skills, behaviours and results, not people and personalities. You are providing feedback on what was done, not the person.
