1. Transformational Coaching
HEART OF COACHING
Transformational Coaching

2. “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

3. 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.

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

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

6. 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

7. 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.

8. 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

9. 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

10. 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

11. 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

12. 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?

13. 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

14. 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

15. 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

16. 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

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