This is an article after series sessions coaching the coaches with several colleagues. In these sessions, we discussed the topics related to coaching, include different types of coaching, Techniques of Coaching, A normal framework of coaching. Here we share with you the content, hope you like it.
What is coaching?
Coaching is probably one of the buzzwords this year; anyway, what is a coaching? Does Coaching mean you sit together with a coach who is very experience that she teaches you something?
First of all, let’s look at people in coaching – Coachee, he is the one who called a coach to support him solving a problem; the Coach, she provides coaching service to coachee when required by coachee. Coachee and his coach will sit together to start a coaching session.
Now you understand, that a coach supports coachee in finding a solution with her coaching skills; and a coachee is responsible for the content. So, a coaching session is solution oriented, coaches help coachee self-reflection and find his own solution.
Why people need coaching?
I can see a question mark above your head; we have a lot of senior people that have strong experience, why we need a coach that can’t provide content wise support?
Check out this charter, as coach asking/listening more, coaches doing more self-reflection. Pure coach don’t have too much experience in the problem that coachee is holding, and it’s better that he expertise don’t have too much overlap with the coachee. Because coaches can ask questions that won’t make the coachee feel uncomfortable, she asked the questions because she does not understand the situation.
Think about you own circumstances:
a) In a presentation, for example, a keynote speech in a conference – the presenter will do most of the talk;
b) During trainings, the trainer will deliver the training content, though an experienced trainer will have interaction with trainees, the trainer will drive the delivery of content;
c) What is A functional coach? It’s coach that facilitate the execution of a strategy, for example, Design Thinking Coaches, Lean Coaches – they holding coaches skills to coach team, but the goal is to make sure the strategy executed successfully. They will listen to the teams, but they still have to deliver content.
d) Mentor, as mentor of someone or a whole team, mentor support the team with his expertise, he can help solve the problems that mentees are having, to understand the situation better, he listen carefully and give his solution.
e) Manager as coach, a coaching style manager can support team solve problems they encountered, manager might not give too much solution because the teams were empowered, but sometimes manager will still have to jump in as he is responsible to help team running smoothly and do not break company policies etc.
f) Pure coach (business coach), business coach have strong coaching skills, she helps coachee self-reflection with coach techniques, she listening carefully, asking questions to dig deeper, and encourage coachee to try out solution he found out himself.
There’s a formula regarding the person excellence,
It means we believe that a person has great potential to make him excellent, and we need to remove the interference that is currently annoying him. Sometimes, a senior person can give suggestion, but as business situation become more and more dynamic, the suggestion sometimes not the most suitable one. It’s better that the coachee himself find out the solution based on his own understanding of the situation. We think with more complicated business situation, a coaching style is becoming more and more important.
How To Coach a Person?
Already excited to be a coach? How should I start we facing a coachee? There are many frameworks when coaching a person as a coach. But the basic idea is not too different.
Normally the process of coaching session looks like this:
First, you setup a goal with the coachee. Just like ICR team was doing recently, the goal need to be S.M.A.R.T. Consider these questions when setting up goal:
- What specifically do I want?
- Where and with whom do I want it?
- When do I want to achieve it?
- What will be different when I reach it?
What will I see, hear and feel?
- How would I know I was on track for achieving this outcome?
- What resources can I activate to get this outcome?
- What resource might I need to acquire/to achieve this outcome?
- Who do I need to support me and what do I need them to do?
By setting up the goal and asking powerful question, the coachee will re-think his problem.
Second, if the coachee setup the goal, then coach can help him dive deeper into the problem. The listening skill is very important here. She must listen carefully and ask questions to uncover problems. At the beginning, the coaches might jump to different topic with the coachees’ thought. Until some point, the coachee touches the essence of the problem, coach can dig deeper into it by ask question:”can you tell me some detail on the xxx you just talked about?”. The purpose of this pahse is to work towards the goal.
The coaching session will look like this:
At closing phase, clarify goal and actions, ask the coachee if anything else. When the session touches the coachee deep in heart, it will be a succeful one.
What Coaching Techniques Can I use?
There are a lot of coaching techniques that can be used, but as a coach, you don’t have to familiar with all of them. Instead, you can take some of them and master them as your coach toolbox. We list the ones that we discussed in the sessions.
Open questions are questions with open answer instead of yes/no answers. It helps the coachee to think instead of just answer yes/no.
The goal of this type of question is to help the coachee to think from another perspective. By asking circular question, the coachee put his own feet into another one’s shoes. With the perspective switching, he might see the facts that he didn’t realize in his own point of view.
Scaling question is a simple tool, that you have the coachee to evaluate his goal quantified.
Draw a scale on the paper, ask the coachees to give a score of his current level.
Ask him if he to think about in the past, what’s the level of worst situation. If he gives a lower score, then ask him to think about the key learning through that experience. Ask him to give the target level score, ask him what specifically does that score mean, and guide him to take actions toward the score.
Paradoxical question (the so called Leave Pattern) can bring unexpected surprise when used sometimes. It can brings the coachee to the contradict perspective and think about the blockings he is going to encounter.
The question can be:
“How could you best hinder yourself from reaching the goal?”
“Assume your problem will be solved tomorrow, how could you activate it again?”
It brings the coachee into negative thinking. Help the coachee to think deeper into the situation.
The question can be:
“How could you make your situation even worse?”
When the coachee find something, then ask him “what do you learn?”.
It’s the solution focus coaching. Ask the coachee to think about the past when the problem didn’t exist. It can help coachee find out the point of conflict.
This question is resource-oriented questions. Try it with the coachee by asking: “Which possible solution you haven’t tried before? Who could help you?”
And guide the coachee with the question:” think about the prople in your network, maybe even in another country?”
If the coachee can think of someone to help, then guide him to take action by asking:
“what will you do next?” “When will you do it?”
Try it out yourself
In the end, do remember, always trying these ways:
a) To activate the resource, have the coachee to take action with resource he was thinking of.
b) Trying to switch from problem focus to solution focus. If no solution derived, how should the coachee proceed with his own derived actions?
c) Activate the coachee to learn from his past, trying to guide him apply his learning to solve his current problem.
d) The coachee always initiates a coaching session. if he didn’t call for a coaching session, it implies he might not have desirability to make the change.
100 doors in a row are all initially closed. You make 100 passes by the doors. The first time through, you visit every door and toggle the door (if the door is closed, you open it; if it is open, you close it). The second time you only visit every 2nd door (door #2, #4, #6, …). The third time, every 3rd door (door #3, #6, #9, …), etc, until you only visit the 100th door.
Question: What state are the doors in after the last pass? Which are open, which are closed?