Post on 16-Jul-2015
Feedback &
Photo by Ashraful Kadir [link]
Coaching, Part 2
January 28, 2015
Ed Batista
@ the Stanford Class Presidents
Photo by Alex Eflon [link]
Where are we
Last time: Feedback as an interpersonal skill
Today: Coaching as a leadership tool
going?
How will we
Discussion (~45 mins)
Exercises & debriefs (~1 hr 10 mins)
Work in pairs
get there?
Photo by Chloe Fan [link]
Today’s conceptsA new headline
Coaching 101
Leadership roles
When to coach
Coaching tools
Traps
Photo by Lee Nachtigal [link]
A new headline
Coaching is a powerful technique
& an under-utilized one
but it puts leaders in a new role
& takes practice
Photo by Garry Knight [link]
Coaching 101
Photo by Ana Karenina [link]
Read
More
Leadership roles
Expert
Trainer
Focused on the task at hand
Shows what is to be done (& how to do it better)
Leadership roles
Coach
Mentor
Focused on others’ development
Long-term growth > immediate performance
Leadership roles
Increasing emphasis on post-heroic
But highly contextual
Coaching ≠ all-purpose technique
Must fit your needs as a leader
Photo by Antony Stanley [link]
When does coaching work?
When does coaching work?
High-potentials
Knowledge workers
Commitment > control
(Intrinsic motivation is key)
When does coaching not work?
Serious underperformers
When you have the answers
(Asking leading questions ≠ coaching)
When does coaching not work?
Serious underperformers
When you have the answers
Control > commitment
(Directive leadership isn’t obsolete)
Carol Dweck
Perceptions shape reality
How do we perceive our abilities?
How do we perceive our mistakes?
Mindset
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Talent & intelligence
are inherent traits
Mistakes are failures or
character flaws
Negative emotional
response to mistakes
Talent & intelligence
can be developed
Mistakes are learning
opportunities
Pay close attention to
mistakes & learn
more
Fixed Growth
Mindset
Adapted from Carol Dweck [link]
A coachingmindset
Growth mindset applied to others
Emphasis on learning
Support + challenge
Empathy + accountability
Adapted from Hunt & Weintraub [link]
Listening skills
Photo by Ed Yourdon [link]
Listening skills
Focused attention > time
Cultivate presence
Eye contact
No multi-tasking
Eliminate distractions
Powerful
Photo by Alexander Drachman [link]
questions
Powerful
Getting beyond Yes or No
What…? & How…? > Why…?
Maximize openness & reflection
Minimize defensiveness
Ask once & stop
questions
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One simple rule
No
Leading
Questions
(That’s advocacy, not coaching)
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Modes of inquiry
Adapted from Edgar Schein [link]
Edgar Schein
“Help” doesn’t always help
What’s a better way?
Modes of inquiry1. Pure inquiry
Begin with receptivity
Avoid presumptive questions
Adapted from Edgar Schein [link]
Modes of inquiry1. Pure inquiry
2. Diagnostic inquiry
Focus & redirect
Feelings, motives, actions
Adapted from Edgar Schein [link]
Modes of inquiry1. Pure inquiry
2. Diagnostic inquiry
3. Confrontational inquiry
Introduce new ideas & hypotheses
Substitute the coach’s narrative
Adapted from Edgar Schein [link]
Modes of inquiry1. Pure inquiry
2. Diagnostic inquiry
3. Confrontational inquiry
We tend to move too quickly
Critical to check our assumptions
Adapted from Edgar Schein [link]
Traps for the coaching leader
Photo by Casey Fleser [link]
Traps for the coaching leader
Giving advice prematurely
Overpowering resistance
Creating dependence
Adapted from Edgar Schein [link]
To sum up
Look for the right conditions
Develop a coaching mindset
Practice listening
More (and more powerful) questions
Check your assumptions
Photo by Pranav Yaddanapudi [link]
Thank you!
Photo by Brett Casadonte [link]
www.edbatista.com