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Coaching Skills - Coggle Diagram
Coaching Skills
Articulate objectives with the Global Scoreboard (Rosinski, p.209-240)
The Global Scorecard is a tool designed to facilitate the goal-setting process (Rosinski, p.211)
Serves a broad variety of stakeholders; self, family and friends, organization, community and world (Rosinski, p.212)
Self; life balance, health and fitness, pleasurable and enriching activities, accomplishments (Rosinski, p.216-217)
Family and friends; who to leverage your work and your personal tiem (Rosinski, p.219)
Organization; financial, customers, employees, processes and resources, partnerships (Rosinski, p.221-222)
Community and world; pride in doing something useful for humanity; ecological, social, economic, political, scientific and artistic (Rosinski, p.226-228)
Integrates the external and internal realities (Rosinski, p.213)
Achieves wholeness and unity (Rosinski, p.213)
GLOBAL; genuine, leverage, outcomes, balance, assessment, limited (Rosinski, p.238-240)
Conduct your assessment; four interconnected areas : desires, strengths and weaknesses, present situation, and preferences (Rosinski, p.197-208)
Desires (Rosinski, p.199-201)
"Desire is the essence of man" (Rosinski, p.199)
Desire gives us the determination to act (Rosinski, p.199)
What makes you happy? What do you enjoy? What do you love? What is truly important to you? (Rosinski, p.199)
Help people do more of what they desire and less of what they only do because they have to (Rosinski, p.200)
Strengths and weaknesses (Rosinski, p.201)
Identify the qualities, competencies or skills needed to succeed (Rosinski, p.201)
360-degree feedback tool (Rosinski, p.201)
Research suggests that the most effective leaders are self-aware (Rosinski, p.202)
Present situation (Rosinski, p.203)
What are you successes? What are your challenges? What is satisfying? What is frustrating? (Rosinski, p.203)
What is, not what should be (Rosinski, p.203)
Preferences (Rosinski, p.203-207)
Myers-Briggs Type Indicator to measure psychological preferences (Rosinski, p.203)
Through coaching, people can learn to see the positive contribution each personality type can bring (Rosinski, p.204)
A preference refers to the functions that are more readily available consciously (Rosinski, p.204)
Progress toward target objectives (Rosinski, p.241-252)
Roles of a coach; communicator, process designer, human generalist, business management generalist, transferer of knowledge (Rosinski, p.243-245)
Learning through coaching is effective because it is relevant, just in time, is immediately put in practice, uses a variety of techniques and occurs at different levels (Rosinski, p.245-246)
Structure of coaching session is comprised of three parts : reviewing challenges and progress, addressing challenges and providing tools, and setting up next steps (Rosinski, p.247)