1. The Power of Coaching: Using Coaching To Lead
We introduce ourselves here and basically say who we are: ICF members, etc

2. Coaching out of the Box ®
Goals and Objectives
To Increase Your Understanding of Coaching and How to Use it by:
Providing a Coaching Demonstration.
Defining ‘Coaching’.
Explore two 'core' coaching skills.
Integrated asking for their challenges ops here, so they can think about them if they didn’t do yet.
Facilitator:
create engagement objectives (theirs as well)
Create room objectives
Record their expectations on a flip chart and keep that to refer to during the program
Coaching out of the Box ®

3. What if everyone had coaching skills? Our Vision is that they will.
Our Mission is to see that they do.
Our vision

4. Alison Hendren, MCC CEO & Founder
Coaching since 1996, Master Certified Coach since 1999
Charter Faculty UT Dallas Texas Executive Coaching Program & 13 yrs. DOT Royal Roads University Exec Coaching Program
Global coaching business – execs & business owners
Founded Coaching Out of the Box ® - created programs to make it as easy as possible for EVERYONE to learn how to coach
Develop individual and organizational coaching capacity using Onsite, Blended and All Virtual programs
17,000 plus participants in over 38 countries
Presented qualitative findings to Harvard Medical School, Institute of Coaching based on external research using Coaching Out of the Box®
Yes am on a mission because of what I’ve seen during my 20 years as a coach and coaching educator plus the results achieved by organizations and individuals I have worked with. To give you an idea:
Qualitative Results presented to Harvard Medical School last year based on 5,000 people developing coaching skills produced these 7 key results:
Improved Listening
Improved Communication
Improved Ability to Give Feedback
Improved Conflict Resolution
Positively Impacted Relationships
People are hungering for different types of conversations
Another result 16% increase in retention,
42% increase in high pots completing a mgmt.dev program in 9 months,
Decrease by 67 days to get certified
So this is change, this is real, the growth and demand for coaching is growing, i.e ICF Global Coaching Study between 2012 and 2016 there is a
Increased awareness of benefits
Credible date
Improved perception
Increased demand
Positive media
Sponsored share has increased 2% since 2011, more organizations are supporting this because of what they are seeing

5. Qualitative Results presented to Harvard*
Improved Listening
Improved Communication
Improved Ability to Give Feedback
Improved Conflict Resolution
Positively Impacted Relationships
Improvement in Team Dynamics & Team Communication
Increased Ability to Engage Staff in Conversations that are Solutions-Focused and Promote Accountability
Far reaching with unintended trickle down effects
*evaluation framework and logic model developed and designed to measure outcomes related to implementation of a coach approach program, data collection via pre and post surveys, focus groups and external consultant analyzed data and summarized conclusions. These results were presented to Harvard Medical School, Institute of Coaching and McLean Hospital 2015.

6. Infectious Spread of Coaching
Teams
Diabetes Research
Leadership
Child Life Specialists
Acute Rehab Team
Eating Disorders
Family Practice Physicians
Patients, Family & Clinicians
The original intention was to work with teams and leadership, but with the infectious spread of coaching it expanded and integrated into unique and untapped projects, programs and groups.

7. The Case for Coaching – Why now?
The Case for Coaching Another way to look at the spread of coaching is that it bridges the growing chasm between what managers are being asked to do and what they have been trained to do. (Do you need an Executive Coach? …Fortune Magazine 2000)
The Case for Coaching – Why now?
How many of you feel that at this point you don’t necessarily have the skills and training to do everything that is coming your way … that perhaps you could use some additional skills or support? (Raise your hands.)
If you get affirmatives, give at least one person 2-3 minutes to describe the situation. (If no one has a situation, be prepared to tell a story of your own.) Ask the person to talk about the impact of this situation on him/her.
Based on what you know about coaching, how could coaching help in this situation? (Emphasize that, in our changing world, no one can be expected to have all of the knowledge and skills necessary to handle every situation that will confront them. Coaching provides a confidential, supportive environment within which individuals can express their fears and insecurities, set priorities and determine how to move forward effectively, even in the face of ambiguity and change.)
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8. Coaching out of the Box ®
Coaching & Leadership
’Coaching is one of the fundamental skills of leadership. Effective coaching is inspiring, motivating, challenging, building confidence, providing actionable feedback and unleashing creativity and talent. It is leadership in action.’
- The CEO Refresher
Case for coaching and leadership
Coaching out of the Box ®

9. Coaching Demonstration
What differences did you see in each ‘coaching exchange’ demonstrated?
Coaching Demonstration

10. Coaching out of the Box ®
Defining Coaching
Coaching out of the Box ®

11. Coaching As Defined by The International Coach Federation (ICF)
Partnering with clients, customers, colleagues or employees, in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.
They ask their definition..

12. What Coaching Is and Is NotX X
EAP Therapy Issues
Performance
Management
Objective Feedback
Self-Directed Growth
Supplementary Support
Accelerated Goal Achievement
Skill Integration
Thought Partnership
Career Direction X X
Career Counseling
Skill Training X X
Consulting
Emergency
Treatment
What Coaching Is and Is Not
You are in this program to learn about coaching … so what exactly does ‘coaching’ mean to you?
After several people have responded, put up the slide
Look at chart together, referring back to the participants’ responses as often as possible.
(If time) Demo - What Coaching Is and Is Not (2 – 5 minute sessions) - Ask for volunteer to be a Coachee. Coach (trainer) and Coachee sit at the front of the room. Coach begins coaching session then starts to give all sorts of advice and behaving in very non-coachlike way. When that is over, ask Coachee how s/he feels. Then repeat the session, this time in a coachlike manner. Again, ask Coachee for feedback. Ask participants what they noticed … what was different between the two demos?
What does ‘coaching’ mean to you now?
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(C) Coaching Out of the Box(R)

13. Where does the wisdom come from?
Coaching
Mentoring
The main distinction between the two is where the wisdom comes from. In the coaching conversation, the best coaches elicit the wisdom of their coachees. Mentors are matched with mentees to provide their expertise and wisdom. - reference list in workbook.
Coach
Coachee
Mentor
Mentee

14. Leader As Coach: What Happens?
Facilitator:
Keep this slide up while everyone says their answer
Depending on how many people- you may have to limit the time e.g. 1 minute per person
Record their expectations on a flip chart and keep that to refer to during the program

15. Leader as Coach:
What happens?
Ask
Problem Solution
Tell
Coaching

16. Leader as Coach: What happens?
You ask Questions
2. You Listen
Coaching out of the Box ®

17. What happens when you use coaching?
Observable
Results……………………………………………….The Outcomes
Behaviors……………………………………..…..Our Habits
Emotions…………………………………....…….What We Feel
Invisible
Thinking………………………………...…………What We Think

18. What happens when you use coaching?
Move From
Making person wrong
Telling
Hierarchical
Judgment
Manage for results
Why did you do that?
Move To
Supporting the person’s strength
Listening
Collaborative
Endorsement
Develop strengths of staff
What can we do differently?

19. 5 Step Coaching Exchange
5/5/5 Coaching Model
Coaching Excellence
5 Core Coaching Skills
5 Step Coaching Exchange
5 Guiding Principles

20. The 5 Core Coaching Skills
Listening
Encouraging
Questioning
Requesting
Action Planning
Listening
Encouraging
Questioning
Requesting
Action Planning
The 5 Core Coaching Skills
As you can see, the 5 Core Coaching Skills are Listening, Encouraging, Questioning, Requesting and Action Planning.
Let’s start with Listening. How often do you feel that people around you hear you? What is it like to feel totally listened to and heard? What happens as a result? Who is someone that you feel has amazing listening skills? Get some stories.
Conversely, what happens when you are not listened to and not heard? Get some stories.
How can you let people know you are listening to them and hearing them? (What cues do you use or have you seen someone else use that is really good at this?)
Get examples such as eye contact, non verbal comments such as ‘mmm’ or nodding, brief phrases like ‘of course’, paraphrasing, asking questions, total focus.
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(C) Coaching Out of the Box(R)

21. The 5 Step Coaching Exchange
Indentify
Discover
Strategize
Clear the Way
Recap
Identify
Discover
Strategize
Clear the Way
Recap
The Coaching Exchange – The 5 Step Process
So, what is a Coaching Exchange? It is the process you use to coach and it involves 5 Steps: Identify – Discover – Strategize – Clear the Way – Recap. These steps may be used in linear fashion or you may find that you bounce back and forth between the steps.
Why do we call it an ‘exchange’?
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(C) Coaching Out of the Box(R)

22. The 5 Guiding Principles
Curious
Supportive
Accepting
Focused
Committed
Be Curious
Be Supportive
Be Accepting
Be Focused
Be Committed
Being a Coach – The 5 Guiding Principles
Refer participants to page 71 of their workbook.
Research has identified 5 Guiding Principles that seem to run deep in the veins of people who are ‘coachlike’ and they are:
Be Curious
Be Supportive
Be Accepting
Be Focused
Be Committed
Did you experience any of these feelings when you did the Powerful Minute exercise?
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(C) Coaching Out of the Box(R)

23. Listening

24. Listening - What happens when you REALLY listen?
Image okay?? Another one I was unsure about from Kim.
Coaching Out Of The Box ©
NOTES:
Facilitator:
“What is it actually like to be listened to and heard– what happens as a result of that?” (Page of workbook)
Get 3-4 inputs
“Conversely, what happens when you are not listened to and not heard? Give me some examples.”
Get 3-4 examples
“ How can you let people know you are listening and hearing them?”
“What cues do you use or have you seen someone else use that is really good at this? Give me some examples.”
Eye contact
Non verbal comment such as “mmmm” or nodding
Brief phrases like “Of course”
Repeating back what they have said
so they see that you get it
Ask questions to get more info
Focus on them, not your watch or other
people or activities.

25. 3 Levels of Listening Level 1 Listening: Surface Listening
The attention is on me, my filters, my context.
Gathering information for yourself like getting directions or ordering in a restaurant or a store.

26. 3 Levels of Listening Level 2 Listening: Active Listening
There is a deeper focus on the person being listened to.
Our awareness is totally on the other person.

27. 3 Levels of Listening Level 3 Listening: Contextual Listening
We are aware of coachee’s context and the impact of the context on all parties.
We include all of our senses.

28. What Stops Us from Listening?

29. Asking Questions

30. Powerful Questions
A critical skill and perhaps one of the most essential tools in your toolkit.

31. Coaching is about Asking Questions!
What happens when you are asked a question instead of being told what to do?
'Coaching is about encouraging quality thinking!’

32. - Jim Collins, Good to Great
Ask Questions!
‘Leading from good to great does not mean coming up with the answers....it means having the humility to grasp the fact that YOU DO NOT HAVE THE ANSWERS
and then to ASK QUESTIONS that will lead to the best possible insights’
- Jim Collins, Good to Great

33. (C) Coaching Out of the Box(R)
Courage
Brilliance!
(C) Coaching Out of the Box(R)

34. Bibliography
The Art of Powerful Questions. Vogt, E., Brown, J. and Isaacs, D
Coaching, A Global Study of Successful Practices. Current Trends and Future Possibilities, AMA. coaching.pdf