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Performance Coaching
 Download brochure, Acrobat file 338kb 

Purpose
to develop business managers in the skills of (performer centred) coaching of their staff in order to maximise the creativity and motivation of their team members, at any level in an organisation, to meet their business goals.
 
Objectives
  • Describe the difference between Performer-centred and Coach-centred coaching
  • Describe the concept of ‘Map of the World’ in terms of deletion, distortion and generalisation
  • Explain the process of  ‘awareness raising’ in terms of effective questions and the Performer’s ‘Map of the World’
  • Describe what ‘responsibility’ needs to be clarified during coaching
  • State the three purposes of clean questioning
  • List the six words or phrases that form the basis of an information gathering open question: what, who, where, when, how much, how many, how often.
  • Explain how presuppositions by the Coach are simply avoided by keeping to short open (clean) questions.
  • Demonstrate the process of ‘funnelling’ to elicit detailed information using information gathering open questions
  • Demonstrate how a problem is translated into a motivating outcome using the Problem/Solution/Outcome model
  • Describe the T.O.P.G.R.O.W.E.R. framework as it is used in a coaching relationship
  • Describe the important difference between an End Goal and a Performance Goal
  • Describe how a Performance Goal is experienced by a Performer
  • Explain the acronym ‘SMART+’ in the context of specifying a Performance Goal
  • Demonstrate the process of using ‘What if’ and ‘What would have to be different to make this possible/desirable?’ during the option generating stage
  • Explain the reason for the Coach not to be attached to the success of the Performer in achieving their goal
  • Feedback to a Performer on an activity in a way that maximises awareness and usefulness.
  • Explain the importance of a manager setting the business context before coaching begins

Typical Course
An interactive two-day course with plenty of opportunity to practice the skills followed by a review workshop 6 to 8 weeks later to address any areas of practical difficulty in applying these skills in the work environment. Email and telephone support to delegates.
 

Feedback
"A very relaxed course with direct relevance in my current structure. Open style & natural skill of tutors helped to subconsciously demonstrate coaching in action" R.G. Manager

"Very enjoyable course. Two excellent presenters - really made me think" A.B.

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