天天干天天操天天爱-天天干天天操天天操-天天干天天操天天插-天天干天天操天天干-天天干天天操天天摸

  Coaching Skills培訓(xùn)

Define Coaching
Ensure clarity on what exactly Coaching is and how it is used
Link “Coaching” as a discipline to improving individual and team performance (or analysing and rectifying under-performance)
Understand how learning shared can easily be transferred into a “commitment to action”
Coaching models
Introduction to the GROW model
G = Goal: the purpose of the discussion or changes the individual / team wishes to make
R = Reality: an honest assessment of the current situation and the need for change
O = Options: what can be done to achieve that change; what else; is there anything else…?
W = Will: is the desire there to see this through or will one of the other factors – GRO –prevent the achievement of the change; how will we measure progress?
Consideration of all the factors required in:
Turning vision into reality
Delivering measurable outcomes
Making effective decisions
Managing the change
Introducing the House of Change: understanding the need sometimes to make things worse before they can get better
Becoming a successful Coach
How does a Coach behave?
What does a Coach do?
Understanding the need to remain separate – aloof? – from the detail and only contribute individual comments / suggestions at appropriate times
Coaching performance from individuals whose day-to-day work we don’t understand
The link with Performance Management
Objective setting – understanding what is required
Managing against these objectives – understanding what success / shortfall looks like
Recognising (and rectifying) under-performance; particularly recognising the causes of under- performance (which may be nothing to do with the individual’s workload)
Coaching and Feedback: links and differences
Coaching in Practice
Facilitated sessions of Coaching – initially in a group environment to allow targeted feedback; then in coaching pairs – to put into practice the models which have already been discussed.