Transformational Coaching HEART OF COACHING Transformational Coaching

“Coaching is a profession of love “Coaching is a profession of love. You can’t coach people unless you love them.” Eddie Robinson – Grambling University

Three Phases of Transformational Coaching Foundation Phase – in which you create a coaching relationship (the climate where coaching occurs) and in which you prepare for a particular coaching session. Learning Loop – in which you share balanced feedback and engage in dialogue to learn from the exchange.

3. Forwarding-the-Action Phase- in which you create positive momentum and a commitment for change.

Phase One - The Foundation Phase Connect Set Organizational Context Organization Vision Mission Strategy Key Objectives Core Values

Observe Prepare – this is your internal and independent work as a coach. a) Become conscious of your thinking b) Collect your thoughts c) Develop the information and strategy for the conversation

Phase Two – The Learning Loop Be Present, State Your Topic, Share Your Positive Intentions, and Request Permission. Focus your attention on the person and the situation. Establish the topic and positive outcomes you intend to achieve. Be sure about the time and place.

Set Context for the Coaching Conversation and Share Perceptions of the Results Cycle. Make certain they understand the reason for the conversation Our beliefs drive our behaviors which influence our relationships that lead to our results

Ask Learning Questions to Explore Beliefs Understand the coachee’s purpose and perceptions Once we understand their perceptions of performance, we are in a better position to figure out what we each might do differently It is clearly helpful to discuss differing beliefs and reflect on implications

4. Reflectively and Empathetically Listen Listen deeply to peoples’ answers Make statements that demonstrate your sense of empathy and enrich the conversation Deeper listening demonstrates respect and builds trust and rapport

Explore Accountability in Co-creating Outcomes. It is critical in coaching relationships that true accountability, emotional honesty, and heartfelt humility characterize the relationship Share and explore perceptions Both coach and coachee will build trust and deepen rapport

Phase Three – The Forwarding-the-Action Phase Refocus on the Vision for Success The focus is turning to action steps which may be the organizational vision or a simple goal or objective Solicit and Suggest Options Ask the coachee for options – What does this do?

Gives the feeling of collaboration and empowerment Resist the tendency to “show how smart you are” by solving the problem first Be patient – ask questions

Request Specific Changes You may need to go beyond offering suggestions Specify the nature of the change you want or need May be less collaborative but are important in helping a coachee who is struggling or resisting

Require Changes and Clarify Consequences Highly assertive and direct Applies when the coach is the direct manager of the coachee Used when other strategies do not work By this point the informal or formal progressive-discipline progress has begun

Clarify the Action Commitment and a Follow-up Plan Make sure the coachee understands their action commitment and when it is going to happen The follow-up plan simply addresses when and how the next progress check might occur

Reinforce Progress and Offer Support Always recognize progress How can I support you?