Coaching
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Transcript of Coaching
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The ability to learn faster than your competitors may be your only
sustainable competitive advantage.- Arie de Geus, former Group Planning Coordinator, Royal Dutch/Shell
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66 % of the world’s most admired companies include
building of human capital as one of their key goals
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For these companies coaching is one of their primary means of contributing
to this critical investment in individual and organisational capacity
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Rather than experts we need knowledge growers who enable the learning of
others and create knowledge sharing among individuals
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Three coaching practices to accelerate learning
Building learning into everyday work
Being a thinking partner
Providing feedback to build capability
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“The job of managers is not to know everything and decide
everything, but rather to create an environment in which there
are a lot of people who both know and do.”
—Pfeffer and Sutton
BUILDING LEARNING INTO EVERYDAY WORK
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#1 Integrate key learning activities into daily tasks
10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK
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#2 Ground key learning activities in organizational goals
10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK
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#3 Supplement learning with relevant resources
10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK
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#4 Foster a climate of trust and honest communication
10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK
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#5 Encourage diverse perspectives
10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK
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#6 Promote risk taking
10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK
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#7 View mistakes as learning opportunities
10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK
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#8 Solve problems cooperatively
10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK
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#9 Encourage the exchange opinions and ideas
10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK
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#10 Dedicate time to think and reflect
10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK
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The increasing complexity of work changes the nature of learning because ready-made solutions to problems are fewer. This places a premium on employees’ ability to work themselves out of problems ...
- Tim Brown
BE A THINKING PARTNER
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Thinking partners serve as sounding boards to gain different
perspectives to find the best way forward.
BE A THINKING PARTNER
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Thinking partners help to discover choices and generate enthusiasm about the possibilities.
BE A THINKING PARTNER
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The ability to provide clear, credible information about another’s
performance can make the difference between being seen as an annoying boss who simply oversees the work and being highly regarded as a coach who is able to support effectiveness and
foster ongoing personal growth.
- H. B. Karp
PROVIDE FEEDBACK TO REINFORCE AND DEVELOP CAPABILITY
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The two greatest contributors to workplace performance are
achievement and recognition (Herzberg, 1966)
PROVIDE FEEDBACK TO REINFORCE AND DEVELOP CAPABILITY
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Positive feedback reinforce skills, talents and progress.
PROVIDE FEEDBACK TO REINFORCE AND DEVELOP CAPABILITY
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Rather than thinking of feedback as evaluation, think of
it as a primary means to help others learn
PROVIDE FEEDBACK TO REINFORCE AND DEVELOP CAPABILITY
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Slides are based on Developing Coaching Capability, Conceptual and Research Background.