1. If you have a problem at work who helps you to resolve it?
Think, Pair, Share
Eileen introduce:
No hands. Who do you discuss issues with?
What is the process you go through to resolve a problem?
Examples: deadlines, workload, issues with a colleagues.

2. Solutions to barriers are within us.
Learning Objectives
To know what coaching is and how the coaching model works.
To understand how coaching can be used to develop your own solutions to challenges you face.
To be able to apply the coaching model to help someone to overcome a challenge they might face.
Eileen to go through learning objectives.

3. Solutions to barriers are within us.
Where are you on the opinion line? prepare to justify.
Solutions to barriers are within us.
10 minutes.
All stand on the opinion line at the back of the hall.
Ask to justify, give examples,
Disagree
Agree

4. What is my understanding of coaching?
How confident do I feel about coaching others/being coached?
How could it help develop me and colleagues I work with?
 1. 2. 3.
Steph: Each person has a copy. Are you happy to go through this section?

5. To know what coaching is and how the coaching model works.
Can you identify the key features of coaching?
Sort the cards into examples of coaching and non coaching.
Eileen to set this off: Working as a table of 4??????
15 minutes including discussion

6. Coaching
Builds on pointing out strengths to build and maintain self-esteem
Believes that people have all the answers to their problems within
Challenges individuals to move beyond their comfort zone
Believes that self-knowledge improves performance
Has to be non-critical and non-judgemental
Is positive and believes there are solutions to every problem
Believes questions are more important than answers
Breaks down goals into manageable steps
Needs consistency and continuity and the commitment to practise
Believes everyone can be coached successfully

7. Non-Coaching Believes answers are more important than questions
Believes that giving strategies to improve leads to success
Believes that self-knowledge improves performance
A judgement will be made on the quality of teaching and learning
Believes that learning is achieved when you are being told what you need to do/discover
Is about showing others how to make positive change
Observations and feedback sessions have to be linked to appraisals (performance management)
Believes in showing others how to make change

8. Mentoring and Coaching
What are the differences?
What are the similarities?
What are the benefits of coaching?
Eileen to lead questioning and feedback.

9. ‘Listening is a magnetic and strange thing – a creative force
‘Listening is a magnetic and strange thing – a creative force. The friends who listen to us are the ones we move toward. When we are listened to, it creates us, makes us unfold and expand.’ (Dr. Karl Menninger)
Effective coaching is underpinned by effective listening. Engaged listening builds trust and understanding. When you listen well, you’ll more easily find questions to guide the conversation productively. The people you listen to will understand themselves better.
Steph: Are you happy to lead this section…….
COMPREHENSIVE
DOWNLOAD
EMPATHIC

10. How does the coaching model work?
Role play Steph and Eileen.
Task
Can you identify the following:
comprehensive
Download
Empathetic
10 – 15 minutes
Who is the coach and the coachee?
Steph do you want to lead on this as links into the previous slide or do you want me to do it?

11. Coaching in practice SPEED DATING Discuss and feedback
Eileen to lead on the speed dating:
Need a row of chairs on the side walk. Can we prepare this the night before?

12. offer your own opinions Concentrate on Download listening
Coaching Reminders:
try not to ..
Use ‘I’
give solutions
offer your own opinions
judge
be afraid of silence
Remind coaches of coaching techniques and download listening.
Concentrate on Download listening

13. Can you coach? SPEED DATING
Speed dating 3 minutes per coaching session
Scenario you discovered that your best friends husband has cheated. You will have a conversation with the husband can you get him to reflect on what he has done and his next course of action.
Down load listening.
No.1 coaching
No.2 husband…..
REFLECT! SWAP!
20 minutes
3 mintues to discuss and then swap.
Feedback questions: How did the questions progress as you moved through the coaches? Did they questions become more challenging? Did they help you to reflect? Did you find a solution? Who came up with the solution?
Coaches questions: Did you find questioning difficult? How did you feel about questioning as you moved through the different coachees? Did you offer solutions?
What skills do you need as a coach? How could you develop those skills? How could coaching be used within your work environment?

14. What is my understanding of coaching?
Reflection table
What is my understanding of coaching?
How confident do I feel about coaching others/being coached?
How could it help develop my own and others’ practice?
 1. 2. 3.
Ask to comp
I have learnt this about myself today...

15. Coaching in practice: Trio groups
Number yourself 1 to 3
3 will observe
2 will be the coach
1 will have an issue
5 minutes each
SWAP
Steph do you want to lead on this section?
20 minutes

16. Coaching practice
Identify an area of your work you would like to explore with your coach.
Something you are struggling with.
Somebody else you know who is struggling.
Something you’re interested in.
Give prompts if struggling: deadlines, workload, colleagues who you find difficult to work with, you want promotion,

17. What did you discuss? What did you get from it? Feedback
Steph do you want to continue to lead on the feed back questioning of the trio?

18. To be able to apply the coaching model to help someone to overcome a challenge they might face.
Action learning set
Eileen to lead on this section:
Need to speak to those who would could be involved in this section:

19. What did you discuss? What did you get from it? Feedback
Eileen lead on questioning of the action learning set.
Coachee, how did you find the process, was it comfortable? Did it challenge you? Did you find a solution? Could you implement it? Which questions helped you to reflect the most? Would you be happy to go through this process again if you have a problem.
Coaches: What kind of questions did you ask? Why did you use these questions? What led your questioning? How was it different to the trio coaching process? How did you feel coaching as part of a team? Could you use this within your department? What are the issues you would face in using this coaching strategy?
Observers: What did you pick up on during the learning inset? What questions had an impact? Who did you feel asked challenging questions? Could you see this having an impact in your area?

20. Review and Discuss
How could you move forward as a team to resolve personal and departmental challenges.
Steph do you want to lead on this section?
5 minutes

21. What is my understanding of coaching?
How confident do I feel about coaching others/being coached?
How could it help develop my own and others’ practice?
 1. 2. 3.
5 minutes: complete this section.
Please write a statement below based upon your coaching journey today, and
how you might begin use it as a tool to help you manage daily challenges.

22. Solutions to barriers are within us.
Where are you on the opinion line? Has your opinion changed?
Solutions to barriers are within us.
5 minutes: if we have time we will ask them to reflect.
Disagree
Agree

23. Solutions to barriers are within us.
Learning Objectives
To know what coaching is and how the coaching model works.
To understand how coaching can be used to develop your own solutions to challenges you face.
To be able to apply the coaching model to help someone to overcome a challenge they might face.