Move from Delegation to Empowerment

Why is coaching an important leadership skill?

When you are planning for a conversation with your team, how often does it feel like a “have to” versus a “get to” situation? If you had an opportunity to change that mind-set to a “get to” for both parties, how would that change your overall feeling? Imagine what a change of coaching mindset could do for your team’s engagement and productivity.

Collaborative Coaching is an approach you can implement to strengthen your relationship with your team. In this interactive one-day workshop, you will build up your coaching capacity by transforming “have-to mindsets” to a “get-to mindsets.” By including your coachees as part of the experience, they will feel that you are truly there for them and not just because you must. The results? You will have a more positive day, there will be less pressure on both of you, and your coachees will have an increased accountability while they focus on bettering their performance.

Objective

Upon successful completion of the course, you will be able to:

• Differentiate between coaching and mentoring
• Demonstrate the core competencies for coaching
• Understand the different coaching models and their uses: iGROW, and FUEL
• Use coaching for performance, difficult conversations, and capability development
• Develop effective questioning skills
• Give constructive feedback that ignite passion and motivation
• Overcome team dysfunctions
• Apply active listening to respond better

Outline

1. MODULE ONE: Distinction between Various Leadership Helping Skills

• Coaching vs Mentoring
• Push vs pull influence
• Key advantages of leader as a coach
• How leadership coaching impacts an organization
• Activity: Turning an underperforming team around

2. MODULE TWO: Embodying a Coaching Mindset

• Why a mindset shift is crucial
• Success criteria of a coach
• Being curious, flexible, and coachee-centred
• Being open to the influence of context
• Regulating one’s own emotions: the power of vulnerability

3. MODULE THREE: iGROW Coaching Process

• Coaching agreement
• Preparing for a coaching conversation
• Step by step approach to having an effective conversation
• Identify the issues
• Goals: Define the goals
• Reality: Understand what is happening and its effects
• Options: Explore options that solve the issue
• Way forward: Establish the will

4. MODULE FOUR: Asking Powerful Questions

• Four levels of questioning for impactful conversations
• The ORID question structure
• Questions to build understanding
• Questions that set direction: shift focus from what is wrong to what is possible
• Questions to shape options
• Questions that define next actions
• Avoiding statements disguised as questions
• Activity: Design questions to change paradigm, create energy shift, and stretch potential

5. MODULE FIVE: Overcoming Team Dysfunctions

• 5 levels of team dysfunctions
• Building trust
• Psychological safety
• Activity: Coaching team to learn and grow from mistakes
• Enhancing individual self-awareness
• Recognizing individual strength contribution
• Demonstrating vulnerability to increase trust
• How to increase self-awareness

6. MODULE SIX: Backward Goal Setting Method

• Habit-forming goals, Reach goals and Stretch goals
• Understand procrastination on goal pursuit
• Defining backward goal setting
• Impact of backward planning on motivation
• Visualizing success
• Application of SMART Goals on outcomes
• Achieving clarity
• Determining feasibility
• Formulating strategies and tactics
• Activity: Creating an Action Plan for a Stretch Goal (Apply SMART Goals)

7. MODULE SEVEN: Providing Feedback

• Giving frequent feedback
• The importance of timely feedback
• Keeping it a two-way conversation
• Common feedback triggers
• Redirecting with FUEL Model
• Reinforcing Feedback with SIP Model: Avoiding growth mindset
• Reserving recognition for those who make real contributions to achieving group goals
• Activity: Apply FUEL Feedback Model for a Difficult Conversation

8. MODULE EIGHT: Active listening

• The different levels of listening
• Benefits of active listening
• Demonstrating concern
• Paraphrasing to show understanding
• Expressing verbal acknowledgement
• Summarizing
• Reading micro-expressions
• Activity: Listening to what is not said (Read micro-expressions)

Who should attend

This workshop is targeted for professionals interested in authentic interactions to build up their coaching and mentoring capacity for extraordinary results.

Methodology

Testimonial

"As I don't always have the time for coaching sessions, this workshop gave me a pragmatic approach to giving regular coaching. The techniques taught were straightforward which meant that I will be able to put things into practice straight away."
Janet Seah, State Courts

"I learned strategies to incorporate coaching into my tight schedule and the power of Pull Influence to increase diversity and inclusion within my team."
Anne Teo, MOM

My biggest learning is realizing the power of feedback (Johari Window Coaching Model) on personal and professional growth.
Simon De Silva, DBS bank

“The content covered in this workshop helped me to manage change at my workplace. The coaching template is useful because it was suitable for some challenges, I have been facing namely changing job roles and responsibilities and organisational re-shaping. Asking the right questions can evoke awareness and help my staff to understand that change can be good. It also helps to shift their mindset from a negative to a positive one and remove the fear factor.”
Josephine Tan, NLB

“Having a coaching mindset is important as it sends a powerful message to my staff that they are valued, that their views matter, and that they are worthy of investment.  This promotes a more inclusive culture within my department.”   
Raymond Lim, MHA