Tuesday, 1 March 2016

Coaching People Through Change

I recently overheard a person talk of their new promotion and how on their second day their perception was, “things will have to change around here”.
I didn’t get to find out how they would tackle this perceived need for change. I hoped they might have had some coaching skills up their sleeve (from their tone, I had a sinking feeling not!).
However it did get me thinking about how people sometimes “get” people to change, to manipulate, instead of using the power and simplicity of coaching.
We know through research that coaching is a great tool to help people in times of change. John McGurk, the CIPD’s adviser on learning and development agrees;
“Coaching has great scope to improve employee engagement, empower people and boost morale at a time of great uncertainty. It can definitely help in times of change because coaching creates a lot of capability and changes mindsets.” Read more at; http://www.personneltoday.com/hr/top-tips-on-using-coaching-in-times-of-change/

 Tips on How To Facilitate Behaviour Change Through Coaching;

1.    Get Clarity - Check out your own attitude and belief system first! So get a coach to coach you through the GROW model for example, to explore your reasons for wanting this change in others.
2.    Engage - Ask those you are seeking change in for their ideas on how to achieve this. Group coaching using the GROW model can be really affective here. So share your Goal (or agree as a group on a common goal). Then as a whole group (or break into pairs/threes) explore the Current Reality – “What are we already doing that will help us achieve this goal?” Then think of Options for how to change– “What are we good at?”, “What else can we do?” and agree on action for change Wrap up – “What action will we commit to doing?”
Tip - ask permission before you start to keep the conversation in vision (goal) and not detail, to avoid a moaning session.

3.    Higher Reason – Help others think of the benefits of change for them - “What will this change give you?” “What will it enable you to do that you’re not doing now?”

Monday, 30 June 2014

Emotionally Intelligent Leadership

When it comes to the top echelon leaders, companies find that 80-90% of the competencies that distinguish star leaders are built on emotional intelligence (or EI).
In this article Daniel Golemen recognises the importance Emotional Intelligence plays in leadership. He compares to managers and identifies that whilst both these actual bosses were very smart people, with excellent ideas and energy and a potentially bright future within their organisation.
The key differences between their behaviour and interactions with others were in the competencies of Emotional and Social Intelligence: self-awareness, emotional self-control, a positive outlook, empathy, inspirational leadership and a willingness and ability to coach and mentor promising employees.
How did they do?
  • Everyone wanted to work for Boss A
  • People tolerated Boss B – but over time, the high potentials working for him typically left
(extract from Linkedin Today)
Read the full article :https://www.linkedin.com/today/post/article/20140501190944-117825785-what-makes-a-leader?trk=mp-edit-rr-posts&_mSplash=1

Essentials for the Coaching manager
Connor advises that coaches need to be, "clear on the competencies that have impact on the bottom line. Measure them. Provide support for growth and change. Then measure again."
Get the full article from About.Com
Training Updates
ILM - We will soon be recognised by the  (Institute of Leadership & Management) and able to offer level 5 Coaching.
1:1 Coaching - This continues to be in demand as managers value the “space to think” in an ever increasing pressured work environment. Our 30 minute Dilemma Coaching sessions over the phone fit in well with busy schedules.

Feedback for Self-promotion and Self-development

This article/slideshow discusses tips for promoting yourself at work and the positive impact in us asking for feedback.

Read the full article/slideshow at; http://www.slideshare.net/Women_Connect/self-promotion-34455009

Effective Feedback Strategies

The above article is a reminder of the power of both receiving and giving “feedback/feed forward”. Whether as a Manger to teams, as Teacher to students or as Coach to Coachee, it's amazing that nearly every time it comes to the “feedback bit”, there is often looks of worry, fidgeting, downward glances and almost a preparation to defend.

From a neuroscience point of view, them getting ready to defend is not so far off the mark! We have learnt that even the word “feedback” can create a limbic response in our brain. This is where the brain perceives threat and creates our fight/flight/freeze response. Not the start we want! Ironically when we are in a limbic state, we are so busy thinking of how to deal with the perceived threat, we aren’t even really listening to the feedback! When giving feedback, you can be aware of this and help calm down this limbic response.

Tips to a calm the limbic response;

  • Ask permission before you start your feedback - “Is it ok if I give you some feedback?” 
  • Ask them for their feedback first. We often know what we’ve done well and where we can improve. So allow them to share this first. You’ll be amazed at what you hear, it can often be all the things you were going to say! So questions such as; “What were some of the effective things I might have heard/seen?” “What else?" “What do you think you could do differently? “If you were observing you what might you suggest?
  • Be bolder in your feedback to coachees. With permission ask can you share what you are hearing in the tone of their voice, their body language. Use your intuition. 
Training Updates

BTEC Level 3 Coaching Qualification -  We are currently delivering our BTEC Level 3 Qualification in Workplace Coaching to our 8th cohort of students. That’s over 100 people!

How to give effective feedback - Tele-class – June 11th – 7-8pm - Skills in how to get people to think for themselves for lasting change.

One-to-one Coaching - This continues to be in demand as managers value the “space to think” in an ever increasing pressured work environment. Our 30 minute Dilemma Coaching sessions over the phone fit in well with busy schedules. Contact us for more details

Leadership Lessons

Great article in LinkedIn about the importance of keeping the “bigger picture” (link below). The author Steve Tappin was discussing this in relation to Nelson Mandela’s strength of character whilst in prison for 27 years and the profound leadership skills he displayed. He talked of the importance of keeping sight of the bigger picture and avoiding getting “buffeted by day-to-day issues”, as being not only a great leadership tip, but one that can benefit health and wellbeing. Read the full article at; (http://www.linkedin.com/today/post/article/20130624221307-13518874-nelson-mandela-s-legend-7-leadership-lessons)

Bigger Picture Questioning Techniques

The article above reminded me of when I sought a friend’s advice on a dilemma I had and my inability to move forward on it. My friend’s simple answer summed it up perfectly – “You’re standing with your nose too close to the picture. Stand back and look at the whole picture, then you’ll see it.” It is key to help our coachees, keep out of the detail and focused on the Bigger Picture or Vision/Goal. This is where the new thinking occurs, solutions are found and people move forward.
Some questions you might use to help your coachee tap into their “bigger picture are”;

  • What do you want to achieve here?  What’s the ideal outcome of this issue?
  • If you could paint a picture of the ideal outcome of this issue, what would it look like? 
  • What will you be able to do, that you’re not doing now, when you achieve it? 

Training Updates

  •  BTEC Level 3 Coaching Qualification - We’ve launched our BTEC Qualification with great success and currently enjoying delivering to our 3rd cohort of Coaches. 
  • Coaching Managers - This continues to be in demand as managers value the “space to think” in an ever increasing pressured work environment. Our 30 minute Dilemma Coaching sessions over the phone fit in well with busy schedules. 
  • Launch of Coaching Forum - We’re delighted to announce the soon to be launched Coaching Forum, where you can chat to other Coaches, post questions and get support.

Friday, 24 September 2010

Talking to Yourself is NOT the First Sign of Madness

Thank goodness for that!

New research quoted in Science Daily (Sep. 22, 2010) and featured on Radio 2, found that talking to yourself can aid self-control. For the full article follow the link below.

Role of the inner voice in self-control: http://bit.ly/bBF1km

Saturday, 14 August 2010

Improving the Marginal Performers

The latest research (August 6th 2010) by the Chartered Management Institute (CMI) reveals that "half of managers misjudge their workplace performance".

In their own words this results in "hindering the performance of the UK’s already struggling businesses and public sector organisations". (Mike Petrook)

Coaching is invaluable as a tool to therefore improve performance. It is key to get people to reflect on their performance and identify areas for improvement. Allowing people the space to identify what they need to do to improve is essential.

read the article in full at http://www.managers.org.uk/news/half-managers-misjudge-their-workplace-performance

Tuesday, 19 January 2010

New Year's Resolutions - words are not enough

Saying you'll do something needs more than just words and that's why most new year's resolutions don't last long.

The good news is that if you tell yourself enough times at regular intervals, the brain will start to take notice. (For more detail on getting things into long term memory see http://www.theglobeandmail.com/report-on-business/your-business/start/business-planning/techniques-for-training-the-aging-brain/article1430038/)

The brain is a creature of habit so will want to revert back to what it knows, your old habits. If you want to do something new therefore you need to teach the brain. You need to create new pathways.

Ever had the light bulb moment, the moment something clicked in your brain and it made sense. That's a new pathway being created in the brain. Just like the branch of a tree, it needs a new shoot to start it's growth. Our brains are the same, they need a starting point, which can be your resolution. You're all fired up!
Watch in just over 1 minute the brain in action making new connections http://www.youtube.com/watch?v=FZ3401XVYww
To keep fired up however and keep the momentum going, you need to feed this new brain connection. Make it from a new shoot to a strong branch.
This is were your new year's resolution needs repetition. Once started, the shoot needs to be strengthened to grow stronger. This is where you need to keep repeating the new behaviour so it becomes a new habit.

A lot of us will give up early on and wonder why it hasn't worked. That's because it takes approximately 6 weeks to build a new habit, so it becomes habit (we don't even have to think about it as much).
We need to strengthen the new connection. It's worth it, because after the first bit that feels strange, hard, not going to work etc it then becomes second nature and it can have lasting effects.
So if getting more exercise is your new year's resolution. Start with small steps. Gradually build it and keep at it. This way it becomes a new habit and will get easier and easier. You have more chance of lasting change this way.

"We are what we repeatedly do. Excellence is not an act but a habit" Aristotle

A coaching blog to help you gain clarity about what coaching is and elements it can cover. Stuck in a rut, want a change, want more, need someone to help you sort out the key steps to help you get there, then New Clarity for You helps you make that change.