Coaching Goals •To understand the model GROW and model SMART which can be used as a framework for coaching interview. •To see how coaching interview can looks like. •Try to facilitate coaching interview. • Basic principles of coaching: what not to forget What a coach does not do What a coach does Does not bring own content (topics, opinions, ideas, advice…) Listens: sees the world through the eyes of a coachee (ALPHA) Neither evaluates nor interprets Uses questions to further express the thoughts of a coachee (OMEGA) Listening – alpha (Excercise 1) •Find out IN DETAIL what happened to your mate last week. From the content of thinking to the process of thinking •Watch the content of thinking: WHAT the coachee is thinking about •HOW TO DO IT: to set aside one's own thoughts, opinions, topics (…) (focus on the other person not on oneself) • •Facilitate the process of thinking: HOW the coachee is thinking •HOW TO DO IT: to direct the other's thoughts (attention) in a certain direction - traditionally using the GROW model - the coach asks questions to help the other realize what she/he wants and how she/he wants to achieve it • The GROW model •Goals: What would you like to have happen? (both in real life and during the interview) •Reality: How are things going right now? How is it happening now? •Options: What are possible solutions? What can be done…? •Will: What exactly are you going to do and when? How to correctly formulate a goal •Positively formulated – the brain cannot stop thinking (one cannot stop thinking of a pink elephant). It is more advantageous to think about what I want rather than what I do not want - thoughts turn into experience and action. What do you want instead? •Under the influence of the coachee - I cannot change the attitude of the other but mine only (scale 1-10 - How much can you influence that?) •Results-oriented rather than activity-oriented - it's more motivating. What does it bring to you? Activity-oriented: I want to come to meetings on time. Results-oriented: I can rely more on myself. Others can rely on me. SMART-ER •Specific - What specifically…? •Measurable - How do you know you already have it? (a concrete example of what is different) •Achievable - How big challenge is that? How big do you want it to be? •Realistic •Time-bound - When do you want it to happen? (to fulfil the goal?) •------- •„Ecological“ - Who will be affected? How will your surroundings be affected? •Recorded Let's show it and then try it • Asking Questions - Omega (Exercise 2) •Help your mate name what she/he wants (goal) •Write down the goal. •One of the pair coaches for 8 minutes – then the second one coaches for 8 minutes. Positively formulated: What do you want instead? Under the influence of the coachee: How much is it under your influence? Results-oriented rather than activity-oriented: What does it bring to you? •Specific - What specifically…? •Measurable - How do you know you already have it? (a concrete example of what is different) •Achievable - How big challenge is that? How big do you want it to be? •Realistic •Time-bound - When do you want it to happen? (To fulfil the goal?) Asking Questions - Omega (Exercise 3) •Help your mate name what she/he wants (goal). •Write down the goal. •One of the pair coaches for 8 minutes – than the second one coaches for 8 minutes. A few recommendations when asking questions… •Use open-ended questions (so as to avoid „yes/no“ reaction) •Try to avoid the question WHY? – it directs attention to the past, there are negative connotations from childhood (we often heard the question in an accusing sense), it may evoke a defensive reaction or the reaction of escape, aggression •It is reasonable to use the words of the coachee – you can avoid (dis) interpretation •Use verification questions - What do you want to work on today? So what is it about?