Walking the Fine Line between Training and Coaching Dana Poklepovic Walking the Fine Line between Training and Coaching Part 2 Weekend Workshop – May 2017

Today … Where does Business English stand? What do we need to do to apply coaching in BE sessions? Practice: BE activities

TRAINING COACHING Motivate to increase performance Transfer knowledge, skill Tell about new system, rules Give info about … Motivate to increase performance Help attain results Guide to change behavior

BUSINESS ENGLISH Direct To learn Trainer expert Assessment Content Question driven To develop Coach not expert Reflection, feedback Behavioral, job BUSINESS ENGLISH

Self-Reflection What beliefs do I hold about my profession? How can we, as a community, meet the market demands in this area? I

Change management Promotions A new role/ project Decision making 75% of millennials expect a coaching style of management. 60% senior executives need coaching to adapt. Workplace Communication New patterns of conversation Support Guidance Motivation Reflection Teaching – a new skill for managers Change management Promotions A new role/ project Decision making Effective delegation Enhance team building Behavior change Language Skills Goals Results Cultural elements Emotions and behavior

Marc: Level: A2. Grain trader. “I participate in conference calls. It’s so hard for me to understand speakers on the phone”… Vicky: Level: B1. Receptionist. Polite but introvert. “I become paralyzed when foreign visitors come to the building”. John: Level B2. Production Manager. Interacts with foreign partners. “I feel frustrated. I speak fluent English but still they (partners) don’t provide the expected information”

How to apply a coaching approach? TRUST OWNERSHIP REFLECTION & CHALLENGE EMOTIONS TRANSFORMATIONAL LEARNING

What assumptions do I hold about my client? Trust Believe in your client’s potential Engage with ears, eyes, mind and body. Empathy. Listen with your heart. Non judgmental Ask for permission. Coach presence – in transparency T: Can I ask you about the merger… how’s it going? C: No news… but April is a key month you know..I mean, with decisions. The CEO has to make them, but decisions are slow. What assumptions do I hold about my client?

What do I have to let go to empower my client? Empowerment Responsibility for learning outcome. Ownership. Awareness of own possibilities. Self-efficacy. Autonomy. Transfer to real life scenario. Self-confidence Discuss alignment of content to the job. How specifically can you use it? Let them drive the agenda Set goals. Agree on milestones. Group autonomy and collaboration. Authority = responsibilities. Resources Limit trainer’s intervention To support and guide. Allow for errors. Constructive feedback. What do I have to let go to empower my client?

Reflection & challenge Awareness of own beliefs. Barriers to growth. Look at things from a different perspective Powerful, challenging questions Reframe, summarise, paraphrase Pacing and mirroring Challenging questions 1to1: reading, listening, job interview, presentation skills. Group: trainer’s intervention, guide for learners. Why don’t you take action? Why can’t you do that? What’s stopping you from…? What evidence do you have to support this belief? Who do you need to be?

What is the emotion I hold back in class? Emotional Agility Don´t get bogged down in fear, anxiety… = unproductive communication. Awareness of own and others’ emotions. Acceptance – Detached observer. Choice of communicative response. Divide into groups. Assign a situation + emotion. Role play. The other group: acts upon. Guess emotion. Observe: language, non verbal. Debrief: How did I feel with (emotion)? What could be different? What is the emotion I hold back in class?

Transformational learning Deep and long-lasting learning. Co-construction: Language is transformational. When people talk and engage with others relationally, the world gets constructed. What type of conversations do we/ our clients have? To open/ close possibilities? How do I co construct the relationship with my client?

Problem solving - Make effective meetings Reflect: Head Questions Where are we heading? What will success/failure look like for us? If we resolved the problem, what would… be saying? What do we think about ….? Body Questions What is going on now? What has been tried already? What is our gut instinct? What do we feel about ….? Leg Questions Where could we go for assistance/ answers? What support do we need? If we walk through this proposal, ….? Feet Questions Where are our next steps? On a scale of 1-10 how committed are we to taking those steps? How volatile/ stable is the context? Level B1 Problem solving - Make effective meetings Reflect: What part of the body was more Important to reach agreement? To change perspective? How did you feel..? Copyright Paul Tizzard

Vision – Setting goals What is my commitment? Inspirational goal. Descriptive. “I’d like to take over the role of … so that I could …. This would enable me to….” As if already achieved. Emotions. I am in my new role and it feels great to be leading the sales team and have new challenges. I am happy with the support of senior management. Current reality I have not talked about my desire with anyone yet. Plans Meeting with boss next month. What is my commitment? What are the possible obstacles? How do I plan to overcome them? Visualization. Affirmations.

Takeaways… What do I need to do to my current practice to apply a coaching approach? How do I plan to do that?

Thank you! @danapokle danapoklepovic@fibertel.com.ar