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9:00 AM |
Assumptions - The Witches of Glum
This module is expected to last for
25 minutes
Aims:
• To understand the importance of listening skills.
• To illustrate the dangers of making assumptions.
• To provoke discussion about prejudices and stereotypes.
Notes
Before running this module, review the learning from Day 1, perhaps with a quiz. (We've allowed time here for this.)
Conclude the Witches of Glum activity by by telling participants that active, clean listening without any assumption or expectation is a critical coaching skill. Being able to truly listen and tune in without judging, interrupting, offering advice or switching off can make all the difference.
Sometimes a good coach says nothing – they are there simply to pay attention and act as a sounding board – encouraging the person being coached to work through their own ideas and solutions until they are comfortable with the outcome or decision they have reached.
Active listening without any prejudice or agenda is one of the most difficult skills to master.
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9:50 AM |
Remaining Neutral
This module is expected to last for
40 minutes
Aims:
• To consider the pitfalls and dangers of giving advice when helping staff solve their own problems.
• To consider the dangers of making judgements or assumptions about the nature of someone else's problem.
Notes
Explain that to have empathy with someone means being able to see the situation from their perspective.
This is not the same as agreeing with them, (you might not) and is also not the same as sympathising with them.
As a coach you need to avoid: • Projecting your own ideas, thoughts and advice. • Trying to persuade the person being coached that they are wrong and you are right, or indeed that you know better!
Remaining neutral can be really tough in some situations, and this activity will help you practice and fine tune your skill!
Use this activity in it’s simplest form to highlight the challenge of remaining neutral and to help participants realise that a good coach will not give advice but will listen with empathy, reflect back what they are hearing and help the person being coached to arrive at their own conclusion or find their own answer.
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10:45 AM |
Workplace Coaching 3 - The Practice
This module is expected to last for
75 minutes
Aims:
• To provide an opportunity for participants to practise their coaching skills.
• To provide an opportunity for participants to practise using the GROW model.
• To provide an opportunity for participants to practise questioning, listening and summarising.
Notes
Take a short break between the two coaching sessions.
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12:00 PM |
Workplace Coaching 4 - The Plan
This module is expected to last for
40 minutes
Aims:
• To provide an opportunity for participants to think about how they'll use the GROW model back in the workplace.
• To encourage participants to think about the questions they'll use to facilitate use of the GROW model.
• To review the GROW model.
• To review key learning points about workplace coaching.
Notes
Before running this module, use a flip chart to capture the key learning points from the morning’s session.
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1:45 PM |
AIDing Feedback (Why Do I Always Get Them?)
This module is expected to last for
60 minutes
Aims:
• To define what effective feedback is.
• To introduce participants to the AID model for giving feedback.
• To give participants an opportunity to practise giving feedback using the AID model.
Notes
Rather than run this as a feedback module, run it as a coaching activity. After the participants have watched the film, split the group into teams of 2 or 3, and allocate each a character from the film - for example, Stella, Mark, the security guard etc. Ask them to imagine that instead of giving feedback, they should plan a coaching session for that person that will help them identify areas for improvement using the GROW model. Suggest that, if they wish, they can role play the conversation they think could help those characters identify and solve their own problems.
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3:00 PM |
Workplace Coaching 5 - The Record
This module is expected to last for
35 minutes
Aims:
• To explain the importance of keeping a record of coaching sessions that is both helpful to the coach and the person being coached.
• To introduce a simple plan that participants might like to use in their coaching sessions.
Notes
After the break, give participants the opportunity now to put everything they’ve learned into practice.
Ask participants to choose a partner and take it in turns to coach each other in a similar way that you demonstrated earlier. Encourage them to use the forms from the previous two modules to help them formulate effective questions, keep the conversation on track and to record key points from their discussions.
If they can choose a real, practical goal to work on, it will add much more value than simply ‘role playing’. However, emphasise that as before they should choose something that rates around a ‘3’ on the scale of 1 – 10 where ‘10’ is a major important, critical goal. In other words they should choose something that they feel comfortable exploring in front of others but that has some meaning for them.
Allow 10 – 15 minutes for the first coaching practice before asking partners to swap roles and repeat the exercise. Then call the group back together and discuss their learning. Ask them to comment on the experience they had as the coach. For example, what was the hardest part about coaching?
People often say that the hardest part is NOT to chip in with your own ideas and to avoid the temptation to speed up the process by answering your own questions! Coaches often struggle to avoid being critical, or making assumptions about people’s goals, and can sometimes find it hard to remain absolutely neutral when they are supporting people in working out their own plan of action for their goal.
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4:15 PM |
Workplace Coaching 6 - The Review Quiz
This module is expected to last for
40 minutes
Aims:
• To remind participants of some of the key learning points about workplace coaching.
• To provide a fun but thorough review of learning.
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