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CBS - Module 01: Essential of Coaching Skills - Coggle Diagram
CBS - Module 01: Essential of Coaching Skills
Definition
What is Mentoring?
A mentor facilitates personal and professional growth in an individual by sharing the knowledge and insights that have been learned through the years.
A mentor is someone who can patiently assist with a person's growth and development in a given area. This assistance can come in the form of guidance, teaching, imparting wisdom and sharing experience.
SME
What is Consulting?
The business of giving expert advice to people working in a professional or technical field
Consultants are experienced individuals that are trained to analyze and advise a client in order to help the client make the best possible choices.
Experts
What is Coaching?
Empowerring process of unleashing human potential by drawing out solutions from people through effective listening, asking great questions, using feedback, appreciating and continuously supporting people to take ownership and be accountable for taking action to realize their goals.
Future: goals...
What is Counseling?
Advice and support that is give to people to help them deal with problems, make important decisions, etc
Professional counselors help clients identify goals and potential solutions to problems which cause emotional turmoil, seek to improve communication and coping skills, strengthen self-esteem, and promote behavior change and optimal mental health.
Past: problems, issues ...
Debrief
Coaching = Relationship + Purpose + Intention
Relationship = Rapport: Trust
Purpose = Goal: focus on achieving goal
Intention = Coachee to be more successful
Building Rapport & Trust
Smile
Open
Friendly
Approachable
What is rapport?
A relationship marked by mutual understanding and trust
Trust make people feel safe
How to build rapport
A willlingness and an ability to join people where they are at to build a climate of trust and respect.
Create positive impression, develop trust, demonstrate warmth and genuineness and exhibit empathy
Connecting mentally and emotionally, seeking to understand where the other person is coming from.
Body language
Mirroring: feel comfortable with us
Effective Listening
What is Effective Listening?
Listening with the intent to understand
Listening with eye, the heart and to giving 100% to the coachee
To building trust and rapport with the coachee
Questions
How do you know if someone isn't really listening to you?
How does this make you feel?
What are the characteristics of a good listener?
What do you appreciate about someone who really listens to you?
EARS Modal
E - explore by asking questions
A - affirm to show you are listening
R - Reflex your understanding
S - silence, listen some more
The 80/20 Rule & Coaching
80% of the talking will be done by the Coachee
20% of the taling will be done by the Coach
Tips
Eyes contact & watch behaviors
Asking Great Questions
What is Great Questions?
Simple, Single and Succinct (Concise)
Invite exploreation not explanation
Encourage introspection
Empower the coachee to fin his/her own solutions
Lead to greater creaativity and insight
05 Great Questions
Questions with the primary intention of supporting the coachee's learning
What did you learn from the incedent?
How did you benefit fromt he experience?
What value or principle were you able to draw out?
What have you gained fromt this new knowledge?
Questions to invite further exploration by the coachee
What other options could you consider?
How else could you gather more data?
How would your frame the underlying problem?
What are the challenges yo foresee?
How else can you look at this situation?
Questions that invite the coachee to look beyond problems to possibilities and future outcomes
If the situation were resolved, what would that give you?
What would it look like one year from now?
What could the possible outcomes be?
What are the possibilities of a recurrence?
Questions that invite a personal response from the coachee
What concerns or motivates you in this context?
What are the principles or values which drive you?
How do you feel about the progress?
In what ways are you challenged in giving/receiving feedback?
Questions that help move the coachee towards commitment and action
What option or options do you choose to take action on?
When precisely are you going to start & finish each ation step?
What could hinder you in taking these steps or meeting this goal?
What will you do to eliminate these external & internal factors?
What support do yo need and from whom?
Understanding Personality
05 stages of building relationships with others
Judging
Understanding
Appreciating
Respecting
Valuing
DISC
Dominance (Get it Done) - How you handle Problems/ Challenge
Characteristics
Concise
Focused
Relevant
Decisive
Results Focused
Clear
Style
Being in charge and taking risks
Goal oriented - immediate results
Motivatitors - challenge, competition and problem solving
Individual accomplishments
Impatient, abrupt and insensitive
Get it done
Identify Style by Sight
Voice
Strong & clear
Confident
Fast-paced
Forceful
Volume
Very loud
Body language
Use direct eyes contact
Point finger
Lean toward you
Under Pressure
Autocratic
Aggressive
Demanding
Impatient
Harsh
Influence ( Get Noticed) - How you handle People / Contacts
Characteristics
Expressive
Friendly
Flexible
Big Picture
Idea Focused
Enthusiastic
Style
Gets bored with routine
Spontaneous, talkative, energized - centre of attention
Freedom of expression and ideas
Recognition - wants to be liked
Unfocused, procrestinators, poor attention to detail
Have fun
Identify Style by Sight
Voice
Animated
Friendly
Rambles
Explain casually
Volume
Intermittently loud
Body language
Smiles a lot
Use expressive gestures
Under Pressure
Exitable
Disorganized
Take flight
Name call or insult
Diffuse stress with joke
Steadiness (Get Along) - How you handle Pace / Consistency
Characteristics
Relaxed
Involving
Caring
Concerned
People Focused
Warm
Style
Relationship builders
Listening and encouraging
Strong need to please others
Dislike confrontation
Indecisive, resistant to change
Get along with others
Identify Style by Sight
Voice
Low voice tone
Warm detail-oriented methodical
Volume
Soft
Body language
Small hand gestures
Relaxed
Non-emotional low or no facial affect
Under Pressure
Clam up
Avoidance
Comply
Possessive
Insecure
Conscientiousness (Get it Right) - How you handle Procedures / Constraint
Characteristics
Thoughtful
Prepared
Accurate
Reasonable
Data Focused
Specific
Style
Critical thinking and planning
Order, structrure, guidelines, plans
Shows expertise, gain recognition - specific skills and accomplishments
High standards
Rigid, stuffy and slow desision makers
Get it right
Identify Style by Sight
Voice
Monotone
Precise
Careful
Volume
Quiet
Body language
Very few hand gestures
Direct eyes contact
Controlled & composed
Under pressure
Critical
Avoidance
Judgmental
Plans Strategy
Make decisions slowly