tag:blogger.com,1999:blog-4523551003567127398.post3713833342868385323..comments2023-09-06T16:07:07.905+01:00Comments on People Performance Potential: Coaching - formalise your programme or just be brilliant at it?Anonymoushttp://www.blogger.com/profile/02973035716172181932noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-4523551003567127398.post-75892465788786232252012-07-30T10:50:27.908+01:002012-07-30T10:50:27.908+01:00One of my most successful coaching sessions was si...One of my most successful coaching sessions was sitting next to an Area Manager in their car as they made a call to one of their managers. By helping the Area Manager slow the pace, really listen and think about the questions they used I was coaching the Area Manager, who was then using questions to respond to the manager and coach them! No formal pieces of paper at all, but when the call had ended, the coaching continued with the Area Manager, reviewing what worked, what didn't work, and what would you do differently next time, embedding the learning and agreeing a review date for the future. Tjis was a practical, out of the classroom situation that then brought the Area Manager on board regarding the value of less formal coaching.Dkdrummondnoreply@blogger.comtag:blogger.com,1999:blog-4523551003567127398.post-55539325874775705792012-07-30T10:13:05.473+01:002012-07-30T10:13:05.473+01:00Love this Perry and it's something I can relat...Love this Perry and it's something I can relate to coming from a background where everything needs to be documented, audit-able and 'formal'. The amount of GROW coaching forms I have seen completed and then locked away in a draw or in personal folder never to be seen again (or until the next review) always frustrated me.<br /><br />It's a cultural thing for many organisations and is the same issue in my opinion as the "I'm only learning when I'm in training" mentality. We need to break away from the "I'm only being coached in a coaching session" mentality and encourage more open conversation with our peers and management teams. I've seen talented and enthusiastic people beaten by insisting they using forms and models that actually end up being restrictive. Yes models are useful, yes structure can be good but coaching should be a continuous process and shouldn't have to fit in to a template or a prescribed time and day. Anyone can be a coach and I wonder how many people are discouraged from helping others because it's not been documented or scheduled.<br /><br />Our goal should be encouraging a culture where people have open conversations and learn everyday in all that they do including coaching and being coached. Giving people the confidence that this is OK and encourage them to have these conversations is one thing but again we need role models in our organisations who can do this and in turn demonstrate a culture of continuous coaching.<br /><br />Thanks for sharingMike Collinshttp://twitter.com/MikeCollins007noreply@blogger.com