ICF Competencies Used: Coaching Presence, Active Listening, Powerful Questioning Direct Communication, Creating Awareness, Designing Actions, and Creating Structure
Grow Model: Goal
2.4 Encourage
Objective:
- Obtain decision making pattern, identify strength and blocks relating to people with whom the coachee must work, tasks he must perform, the environment in which he works, the inner capacities involving confidence and self-esteem
- To help the coachee get the awareness of the eight motivating factors
- To formulate strategies. (Strategies are plan before action formulating them creates the blue print of road map and mile stones)
Input:
- The finding of Psychometric Assessment / Profile
- My preference responses – ‘An excel tool to evaluate the individual preferences’
- Sharing by the coach on what are strategies
- Formulating strategies by the coachee with the support of the coach
- Coach interprets the finding of the psychometric assessment. This will give the coachee
Process:
o Through objectives means and self-discovering process an access to understand better, his potential which needs to be kept intact or honed further
o Areas where he need attention and focus to work further to develop or acquire so the habits and attributes which can support him in his growth and development.
- Coachee will also formulate strategies with the guidance of the coach. Strategies are plan or blue print for achieving a goal. They are a series of steps that make it clear to the coach and the coachee to:
o Provide a more practical understanding how each goal can be achieved
o Ensure that coach and coachee work together to achieve the goals
o Coachee gets the clarity that some actions need to be done before others
o Provide an insight to the coachee that it is not about simply carrying out a series of action
o To reduce the chance of coaching becoming a burden by letting take one step at a time
o A high-level set of milestones that give the journey the desired shape and progress
o Inhibit the coachee from doing things the way they automatically or habituated to do
o Improve the quality of their thinking
ICF Competencies Used: Coaching Presence, Active Listening, Powerful Questioning Direct Communication, Creating Awareness, Designing Actions, Managing Progress and Accountability
Grow Model: Options
2.5 Execute
This phase forms the major part of the coaching engagement. From the 1st session to the last session (~12th) actions will form the thread to make progress towards achieving a goal. The coachee after designing actions along with the coach, will getting into action between sessions.
Objective:
- To design actions - the coachee in each session formulates the action for the next one week
- To get into action-the coachee takes actions between 2 sessions on the various strategies
- To review action - the coach evaluates the action
- To set course correction - if there are any deviations or the coachee is feeling resistance to take action the coach reinforces, removes block and encourages to move the coachee forward
Input:
- Design actions - sharing by the coach on structure and outcome of action. The coachee shares the plan of action drawn out week on week and the coach and coachee records them separately
- Action Attributes - Reinforcement , reassurance and recognition by the coach
- Actions Report - by the coachee between the sessions
- Review actions- the coach reviews the action taken by coachee between sessions
- Course correction - The coach looks for any deviations or resistance by the coachee and reorients and sets due course correction
Process:
- Coach shares the perspective of taking actions in the journey towards the goal:
o what action means
o how it needs to be taken
- coachee draws out the plan of action, week on week, during the sessions. After discovering in the coaching session with support from the coach, he will make a note of it in a prescribed format which is retrievable between the session for the coachee to refer and take actions as schedule
- coach encourages the coachee by once again discovering –
o the benefits of taking action
o the consequence of inaction
- the coachee gets into action while continuing with his routine and priorities of day to day life. While taking actions coachee reflects and observes the:
o intrapersonal shifts and turmoil
o interpersonal responses and reactions of people
o situation or context dynamics
- the coach reviews the action taken by coachee between sessions by diagnosing, by clarifying and asking questions on various aspects such as facts, emotions, learning, implications and new goals/tasks
- Coach takes stock from the previous steps, any deviations or resistance the coachee has from taking an action, the coach reinforces, removes block, encourages and supports the coachee to move forward
Outcome:
- Coachee gets the clarity on the why, what and how of taking actions during the journey towards the goal
- Coachee gets the focus on the purpose and timeframe of action
- Coachee becomes enthusiastic and has earnest desire to fulfill the actions.
ICF Competencies Used: Managing Progress and Accountability
Grow Model: Will
2.6 Enable
The coachee will experience unlearning, learning and relearning during his journey towards the goal.
Objective
- To reinforce capabilities and skills à there are implicit and explicit capabilities and skills which are already being applied by the coachee. The reassurance that this will support him both in the present and future, will evaporate the self-doubt and builds self-belief
- To revive best practices à there would be some practices which were applied in the past but were stopped somewhere. Through the revival process either through retrieving from the memory or consciously becoming aware of the benefits of these practices, the coachee revives the best practices and applies in his life in the present context
- To reveal hidden potentials and create possibilities à these are something which is revealed by observing others or by discovering blind spots or overcoming deepest fears or developing abundance mentality. This will make coachee to get in touch with their hidden potentials and create possibilities
Input:
- Reinforce capabilities and skills à The coach capture the input during coachee’s acknowledgment and sharing of his ways of going about the routines and priorities of his life
- Coach’s expertise in reinforcing and reassuring the coachee’s capabilities and skills
- Revive best practices à Coachee’s responses in the personal checklist, professional questionnaire which the coach captures as valuable information
- data given by the coachee in the mining process of goal setting in envision phase
- Coachee providing nuggets of information shared during the sessions with the coach
- Coach’s sharing of insights after processing the information provided by the coachee in various forms
- reveal hidden potentials and create possibilities à The capturing of wow or eureka or aha moments by the coach from the coachee’s experience of unlearning, relearning and learning during the journey towards the goal.
Process:
- During the session coachee acknowledges and shares in an informal setting through new thinking induced by the coach. Wherein the coachee will share on :
o current realities
o exploring possibilities
These are captured as information, insights and are revealed to the coachee by the coach at appropriate time
Outcome:
The coachee will:
- reduce and find ways to eliminate in future the self-doubt and build self-belief in his actions and behaviors
- get renewed capabilities from his inner resources and the past practices
- discover blind spots , overcome deep fears and develop abundance mentality
- get in touch with his hidden potentials and create newer possibilities
- be able operate with confidence in challenging and difficult situation.
ICF Competencies Used: Managing Progress and Accountability
Grow Model: Will
2.7 Empower
This is the final phase of the coaching cycle. This is where the coachee gets the experiential framework of self-driven goal framework. The coachee now has the model where he can be independent of the coach, to set and accomplish goals in future.
Objective:
- To review :
o Strategies
o Significant actions
o Goals completion
- Self-driven goals formula i.e. Model dependent and Coach independent
- Acknowledgement
- Feedback
- Coachee’s report on the process, journey and accomplishment of goals
- Coach’s summary report on coachee’s –
Input:
o work on strategies
o significant actions taken
o goals completion
- Mutually reviewing and clarifying from the observation report of the coach and the coachee
- Self-driven goals formula
- Coach sharing experiential models of goal journey and completion
- Acknowledgement recorded in the prescribed format
- Feedback shared from the prescribed format
- Coach’s input on the road ahead
- Coachee’s comments on the road ahead
- Review strategies, significant actions and goals completion
Process:
o In the final phase of coaching the coach, i.e.the 11th and 12th session, the coach and the coachee will take stock through mutually reviewing and clarifying on the process, journey and accomplishment of goals
o This is done by a report sharing on their findings, observations, acknowledgements and recommendations
- Model dependent and coach independent
o The coach introduces the self-driven goals formula, which wards of any apprehension of the coachee about the goal journey in future, which coachee embarks independently without the coach.
o The coach provided inspirational and objective models on how to create, move forward and accomplish self-driven goals in a structured, self-directed, solution focused and positive manner.
- Acknowledgement, feedback and road ahead
o The coachee and coach will exchange their findings, perceptions and views on -
- What has been the experience of the journey towards the goal
- Where they are now in relation to when they set out for the journey
- What has been the learning and key take-away
- Where are the missing links and how to put them in place
- Is there anything that remains unattended or unfulfilled
- What is the road ahead
- The coachee will also give a feedback on
o Where did the coachee finish in relation to the goal?_________% ( as per coachee’s opinion )
o What is the confidence level of the coachee that he will be able to manage the goal, in future, on his own?_________% (as per coachee’s opinion )
Outcome:
- The coachee gets a structured, self-directed, self-driven, solution focused and positive method of achieving the goal
- The coachee gets an experiential and objective model for goal journey and accomplishment in future, based on what coachee experienced
- The coachee and the coach gets the time and space to take stock of the process, journey and accomplishment and complete anything that was not addressed
- A smooth transition from being a coach dependent to coach independent
- Remove any trace of emotional dependency on the coach
- Coachee is free of apprehension or fear of the future goal journey
- Coachee is left inspired and motivated by the genuine and positive acknowledgement and feedback from the coach
- Coach and the organization comes to know through coachee’s feedback on what has been the percentage of goal accomplishment
- Provides clear picture to both of them (coach and coachee) on how the the goals set by the coachee in 1st session were being achieved as co-journey mates during the period of coaching sessions.