1. D RIVING PRODUCTIVITY, ENGAGEMENT & LOYALTY THROUGH B RILLIANT COACHING SUSAN CROFT ASC TRAINING ATD 2016

2. Ask Questions Tell Problem Focused Solution Focused Therapy Direction Coach Teach Future- oriented Mentoring Coaching in Context 2

3. “Helping to identify the skills and capabilities that are within the person, and enabling them to use them to the best of their ability – and by that, increasing the independence within the individual, and reducing reliance.” The Essence of Coaching Rixon, Nick, UK Coaching Academy CD "Goals and Motivations". 3

4. – Encourages others to adopt a more self-directed, solution-oriented approach to tasks and challenges – Allows you to better understand what is really important and what truly motivates your team members so you can work with them to increase performance – Allows you to get to the root of issues and create the right space for positive outcomes Coaching as a Skill Set in the Management Environment 4

5. Business Case for Coaching – Promotes creativity and performance – Gives organizations competitive edge – Shift in leadership style from “command and control” to “employee developmental” – Fosters individual and organizational development – Leaders develop next generation leaders 5

6. 1.Being SOLUTION-focused rather than problem-focused / FUTURE-ORIENTED versus dwelling in the past 2.“Dancing in the moment” – being present to what is really going on 3.Listening on multiple levels and clarifying and reframing what is being said 4.Asking “powerful questions” 5.Working from the belief that the person being coached has the answer within them 6.Building rapport – communicating with empathy Core Coaching Skills 6

7. NLP META PROGRAMMES TOWARDS/AWAY FROM DIFFERENCE/SAMENESS OPTIONS/PROCEDURES BIG CHUNK/SMALL CHUNK

8. – Probing questions – Thinking questions – Questions that lead to insights – Questions that trigger the other person to discover a solution option – Questions that make the other person pause... – The shorter the question the better! Powerful Questions 8

9. – Is there another way of looking at this/doing this? – If you did know, what would you do? – What can you do to make this situation better/different? – What would happen if…? – If you were in his/her position, how would you feel? What would you do? – What bit do you have control over – How best can I help you with this? – Is it always the case? When is it not? Powerful Questions to Use with Your Team 9

10. ROBERT DILTS: LOGICAL LEVELS TRANSFORMATIONAL COACHING 1-10

11. © 2012 International Institute for Learning, Inc. PERCEPTUAL POSITIONS 1-11

12. © 2012 International Institute for Learning, Inc. CLEAN COACHING 1-12

13. THE 6 COMPONENTS OF ‘CLEAN’ COACHING Listening Using the other person’s words Asking clean questions Using pauses No such thing as a resistant ‘coachee’ Being in a ‘not knowing’ state 1-13

14. LEVELS OF LISTENING Cosmetic Conversational Autobiographical Active Deep or deliberate LEVELS OF LISTENING

15. © 2012 International Institute for Learning, Inc. CREATING WELL-FORMED OUTCOMES 1-15

16. Your feedback helps ATD continue to provide top-notch educational programs that help you stay on top of a changing profession. Evaluations forms for this session are available via the mobile app and at the following link: http://www.atdconference.org/attendees. http://www.atdconference.org/attendees.

17. T HANK YOU ! SCROFT @ ASCTRAINING. NET WWW. ASCTRAINING. NET SCROFT @ ASCTRAINING. NET WWW. ASCTRAINING. NET