Coaching Methodologie

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Week 6

Dr. Sheila Boysen-Rotelli

Setting the Foundation

1. MEETING ETHICAL GUIDELINES AND PROFESSIONAL STANDARDS

2. ESTABLISHING THE COACHING AGREEMENT

Co-Creating the Relationship

3. ESTABLISHING TRUST AND INTIMACY WITH THE CLIENT

4. COACHING PRESENCE

Communicating Effectively

5. ACTIVE LISTENING

6. POWERFUL QUESTIONING

7. DIRECT COMMUNICATION

Facilitating Learning and Results

8. CREATING AWARENESS

9. DESIGNING ACTIONS

10. PLANNING AND GOAL SETTING

11. MANAGING PROGRESS AND ACCOUNTABILITY

The AI 5-D Organizational Change Process

Model

Affirmative

Topic

Definition/Engagement

Delivery/Exploration

Delivery/Execution/

& Evolution

Dream/Envisioning

Design/Expansion

• Creating a dream is adeliberate process. • Process of creating images of one’s potential • Connection between positive image & positive

action – heliotropic tendency • Positive Affect - plays key role in dreaming • Generative Metaphors – deliberately foster

formation of new impressions & judgments

Dream/Envisioning Phase: Articulating

Potential

Dream/Envisioning Phase Process

Coach Focus Coaching Sequence

Coaching Tools

Encouraging the client to create images of possibilities

Inviting the client to give voice to his/her preferred future, i.e., bring into coherent form

Affirming the client’s dream

Client acknowledges his/her aspirations & strengths

Client & coach anticipate his/her dream

Client declares his/her dream

Questions

Encouraging & Affirming

Expression of dreams

-Writing-Metaphors-Drawing-Symbols

• Jump into the future (1year, 5 years, 10 years...). What do you see? What are you doing? Who are you with? Where are you living? What are you excited about?

• If you could have 3 wishes, what would they be?

• Thinking of times you were most happy, what about these times would you want to carry into the future?

• What are you being drawn toward? • What is the world calling you to be? • What work are you called to do? • What are the most enlivening and

exciting possibilities for you? • What do you notice about yourself

when you dream of your future? • If you could communicate with yourself

in the future, what questions would you want to ask yourself?

• What is the inspiration for your life? What would you like others toask of you?

• What would your mentor (mom, best friend, grandmother, fairy godmother) wish for you in your future?

• What wish would you have for yourself in developing this... (quality, competency focus, situation) to a higher level?

• What are the most compelling words, symbols, pictures, images that capture you and your essence?

• What metaphors, pictures, songs, etc. would best highlight the elements of your most desired future?

• What work/life themes from your stories from the past would you prefer to bring forward into your future?

Questions: Dream/Envisioning Phase – Imagining the Possibilities

for a Positive Future

Design is about: • Helping clients direct their attention and take

action so that they become the designers of the future they most desire.

• Providing a foundation and structure for clients to proactively attain their dreams.

Design/Expansion Phase: Directing Attention &

Action

Design/Expansion

Coach Focus Coaching Sequence

Coaching Tools

Assisting the client in bringing her dream into focus

Affirming the reality of the dream

Supporting mindful choices & actions

Client focuses on compelling priorities

Client reflects on ways in which she is already living the dream

Client takes actions to incorporate elements of the dream into his daily life

Questions

Mindfulness-self-awareness

Themes-naming

Experimentation

Being with

Supporters

Checklist for habits

Design/Expansion Phase: Sample Questions

• Thinking about your dream, what would make it come alive for you?

• What in your dream really calls to you, makes you yearn for its fulfillment?

• When you think about your dream, what brings you joy & excitement? What makes you laugh?

• Who would be your fellow travelers? Who are people you trust & value who have supported you in the past and will again?

• What is your purpose in this organization, job, life? What values do want to honor and what commitments are you willing to make to create your dream/future?

• As you think about yourself overall – talents, competencies, strengths – how could you build on your best to benefit the team and the organization?

• What have you already started putting into place? Where is your attention going now as you think about the things you want to do?

Design/Expansion Phase: Sample Questions

• What strengths and opportunities can you leverage now to move forward?

• If you were to experiment with one aspect of your dream, what kinds of things can you see yourself trying? How serious is this experiment? How could you make it less serious? More playful?

• If you were to act as if your dream were reality now, what fun would you be having? How could that truly be happening now in the near future?

• What makes you feel proud and capable today?

• What are you willing to commit to now?

• What actions will you take?• What has worked in the past • that you can apply now? • What resources do you need

to support you? • What specific support will you

ask for? • What infrastructure resources

will you request? • What mentors can you choose

to guide & support you?

The purpose of the Destiny/Delivery stage is:• To internalize and live the reality of clients’ dreams • To enable brilliance and the realization of dreams • Not about endings or beginnings • Living one’s life fully & well

Delivery/Executing/Evolving Phase: Being and

Becoming

• Client meets with coach to discuss how things are progressing

• Client meets periodically with other stakeholders to receive feedback.

• Client and coach look at what is working and how can it be even better.

• Coach and/or client conduct additional inquiries to learn about successes.

Delivery/Executing/Evolving Process: Sustaining the Change,

Monitoring Client Progress

Delivery/Executing/Evolving Phase: Sample Questions

• How are you already living your dreams?

• Reflect on where we began and where you are today. What’s the same or different?

• What makes you proud? • What do you want to see or

do more of to get closer to your dreams?

• What still needs conscious attention to be sure that it becomes a natural part of your day?

• What commitments do you make to yourself?

• What has been the most important thing you have learned about yourself?

• How will you continue to care for yourself & receive support for your continued efforts?

• Who has supported you in your journey & deserves your gratitude or recognition?

• How will you continue to foster your own development?

• What compels you now?• What remains for us to

discuss?

Why Organizational Involvement?

• Systems thinking• Social interactional force field • Organizational context• Challenges• Pattern identification

Johari Window

Known by Self Unknown by Self

Known by Others

Unknown by Others

Open/Public area Blind area

Hidden area Unknown area

• Client is constantly late or frequently cancels meetings with you.

• Client is abrupt and impatient during sessions. • You notice that your client is often anxious and

nervous about certain topics. • Client frequently challenges you and is skeptical. • Client is generally eager and enthusiastic about

things. • Client is full of ideas and looks at many options

before moving forward.

Application - Scenarios: How client shows up in your

coaching sessions

• HR has contacted you and wants you to work with a leader based on a request from a division president. Susan, an assistant vice president, is on the fast-track and is being considered for promotional opportunities. However, before she can advance, the president feels that Susan needs more grooming. Susan is bright, competent and delivers on her objectives. She gets along well with her direct reports and her boss and other higher level executives. However, she does not get along very well with some of her peers, often appearing impatient, dismissive and arrogant to them. She generally does not return their phone calls and often excludes them from discussions on projects that impact them.

• What would be your coaching goal? • How might you coach her using an appreciative coaching

approach? How will you involve the organization to help her gain more insight about herself and her impact on others and any impact on her career opportunities?

Application: How Client Shows Up in the

Organization

This initial phase consists of several elements: • Engaging the organization • Negotiating the contract and agreements • Establishing the relationship • Setting the stage – role expectations for the coach, client & the

organization • Forming a picture/image of success • Setting goals and outcomes for coaching • With client and organization, identify colleagues or

stakeholders who will be involved in the process

Definition/Engagement Phase: Contracting with Organization,

Expectations and Outcomes of Coaching with Client & Initial Discovery

• Imagine this coaching produces great results. What would it have achieved?

• If you were very satisfied with employee’s performance and growth, what would you expect to see?

• What would be a breakthrough for this employee? How would you know? What would have to happen? Who would be involved? What is your role in this employee’s success? What will you do? What resources will you provide?

• What would be an outstanding outcome of this coaching?

Definition/Engagement Phase: Identifying the

Desired Outcomes

Interviews with others – ask:• What do you perceive as the client’s positive

traits, skills, knowledge and abil • What uniqueness does the client bring to this

organization? • What about the client makes you proud • What are the client’s key strengths?

Discovery/Exploration Phase: Locating Values, Traits,

Strengths

Interviews with others – asks: • Describe a time when the client was outstanding

at work – when things could not have been any better. What was the client doing? What were others doing? What skills and competencies did the client exhibit?

• Competencies: Identify some of the client’s competencies and ask the interviewee to describe peak experiences/ stories to illustrate the client’s competency areas.

Discovery/Exploration Phase: Uncovering Strengths and

Competencies

Interviews with others-asks:• What wish would you have for the client in

developing (competency area of focus) to a greater extent?

• What 3 wishes do you have for the client at this point in time and place to fulfill his/her highest potential?

• Is there anything else you think would be helpful for us to know as we work with him/her to reach a higher level of skill or performance?

Dream/Envisioning Phase: Creating Possibilities for a Positive Future - Others

Interviews with others- ask:• As you think about the client

overall – talents, competencies, strengths, - how do you think the client could build on his/her best successes/qualities to benefit the team and the organization?

• What commitments to you think that the client can or needs to make for the future?

• What are some positive steps he/she can take?

• What can the client build on in the current situation

• What tools can he/she use to help create the envisioned future?

• Who and what can be resources for the client?

• Who are possible mentors for the client?

• How can you support the client?

Design/Expansion Phase: Integrating Discovery Elements &

Creating Initial Plan

• Client meets with coach to discuss how things are progressing

• Client meets with other stakeholders to receive feedback and makes appropriate adjustments.

• Coach and/or client conduct additional inquiries to learn about successes.

• Coach engages in dialogue with leadership regarding coaching progress and outcomes based on initial reporting agreements.

Delivery/Execution Phase: Sustaining the Change,

Monitoring Progress – Client and Others

New vs. Old Paradigms

Early 20th Century• Objective, predictable,

controllable universe • Incremental, linear, &

predictable change • Simple cause & effect • Newtonian Physics,

Reductionist and Dichotomous Thinking

Late 20th and 21st Century

• Complexity, subjectivity, Interconnectedness, collaboration

• Collective use of language to create social reality

• Quantum Physics, Chaos Theory, Complexity Theory, Self-Organizing Systems

Origins of Appreciative Inquiry

• AI concept: development by David Cooperrider in 1980s at Case Western U. through work with the Cleveland Clinic

• Early contributors: Suresh Srivastva, Ken Gergen, Frank Barrett, NTL, Tojo Joseph Tjacjemlery, Diana Whitney, Jane Magruder Watkins and Peter Sorensen

Appreciative Inquiry Revisited

• An approach to organizational analysis and learning that is intended for discovering, understanding, and fostering innovation.

• “a form of organizational study that selectively seeks to locate, highlight and illuminate what are referred to as the ‘life-giving’ forces of the organization’s existence, its positive core.”

Appreciative Coaching Defined

• Like AI, Appreciative Coaching is: o Both a theory and practice of change from a holistic framework o Its primary focus is on individuals.

• Like AI, it holds the same core set of assumptions o Human systems & individuals will move toward the images

that reside in their most positive cores – their values, visions, achievements, and best practices when the focus is placed there.

• Thoughts and language are critical factors in the process.

The Idea of Positive Change - Defined

• Anyformofindividualororganizationchange,re-design,or planning that begins with comprehensive analysis of an individual’s strengths or an organization’s “positive core” and then links this knowledge to the heart of any personal or strategic change agenda

• Because human systems move toward what they persistently ask questions about, positive change involves the deliberate discovery of everything that gives an individual or system “life” when he/she/it is most effective in economic and human terms.

• Link the positive core directly to any strategic agenda, and changes never thought possible are more rapidly mobilized while simultaneously building enthusiasm, corporate confidence, and human energy.

AI Processes & Techniques

• Conceived by David Cooperrider in study of organizational behavior at Cleveland Clinic in 1980s

• Applies a self-discovery model (4-5D Model) • Uses positive language • Asks powerful appreciative questions • Brings positive past experiences to present &

future circumstances • Focuses on the positive core and positive

expectations

Positive Psychology • Rooted in humanistic psychology • Term originated with Abraham Maslow; Maslow, Carl Rogers &

Eric Fromm • Developed successful theories and practices that involved

human happiness • Martin Seligman - considered father of modern positive

psychology movement that started in 1998; wrote Learned Optimism (1990) & Authentic Happiness (2002)

• Mihaly Csikszentmihalyi – Flow: The Psychology of Optimal Experience (1990); Happiness Studies

• New view of humans as masters of their own lives; focus on helping people amplify strengths vs. repair weaknesses

• Gallup Research & Marcus Buckingham & Donald Clifton (Now Discover Your Strengths, 2001) posit that people perform better & are happier at work when they use primarily their strengths

Summary: Appreciative Coaching • Based on the work of David Cooperrider and

colleagues • Emphasizes that individuals, executives and

organizations do not need to “be fixed.” • Focuses on accessing existing strengths and

distinctive competencies • Reaffirms and encourages a person’s

qualities/traits to promote positive change and move the individual forward.

Summary: Appreciative Coaching • Coaches the individual within the context of a

system or organization & includes stakeholders as contributors to client awareness

• Applies 4 core discovery questions within a 4 to 5 phase model that empower individuals to look at the best of themselves and their organizations and leverage this to create a positive future.

Five Core Principles of AI & Appreciative Coaching

• Constructionist Principle – humans construct their reality through conversations; words create worlds

• Positive Principle – positive approach to learning is more generative & effective than negative approaches that focus on what’s missing

• SimultaneityPrinciple– Inquiry is change; the first question we ask is fateful

• Poetic Principle (Openness) – Organizations and individuals are more like stories than machines

• Anticipatory Principle – behavior & decisions about actions are based on what we anticipate as well as what we were born with or learned

Concept: Clients’language&metaphorscreatetheirreality.

Assumptions: What people focus on becomes their reality. Language used creates their reality.

In each person, something works. Self-awareness & destiny are interwoven.

Coach Approach: Inquire into clients’ talents, past & present successes & unmet desires. Listen for words, phrases, or metaphors that will guide clients toward

the reality they seek. Create a clear image of their key attributes that they want to keep &

build on. Gently move clients from problem-solving language to discovery &

appreciative language. Encourage clients to take personal responsibility for what they know &

how they know it.

Constructionist Principle – Construct Reality Via

Conversations & Stories

Appreciative Language

• Describe your three greatest accomplishments to date. • What made these accomplishments stand out for you? • What have you incorporated into your current actions from

your past accomplishments? • How could you use what you’ve learned from these

accomplishments to assist you in making future changes? •  List five adjectives that describe you at your best. • What situations tend to bring out your best? • What are you learning and accepting about yourself at

present? • How do you talk about yourself about...? • How do you talk about others about...? • What gives you that spark of life? • I wonder if you thought about...?

Concept: When people are in a positive mode, they act more effectively in their lives.

Assumptions: Emotions can be contagious, especially in organizations. Positive emotions are antidote; can undo effects of negative emotions. Joy, interest, contentment & love can be transformational by contributing

to the expansion of people’s ways of thinking & acting. Positive emotions expand the repertoire (resources) of human

capabilities physically, intellectually, and socially.

Coach Approach: Use positive language. As coach, stay in a positive frame/connect with own positive emotions. Affirm and appreciate clients. Nurture clients’ expression of positive emotion. Help clients enhance their reflected best-self portrait. Build positive virtuous (self-reinforcing) cycles.

Positive Principle – Belief that Positive Approach is More Productive in Learning &

Change

Appreciative Language

• I like to hear that word – it excites you. • What are the times you feel at you best? • So you’re feeling good about this... • I love how you’re already putting form &

substance to this. • That’s very exciting. You’re very talented. • I see something in you today that I haven’t seen

before. • Here is where you will shine.

Principle of Simultaneity: Inquiry Creates Change

Concept: Inquiry and change happen at the same time; the power of the present affects personal change

Assumptions: Each conversation has impact on the client. The seeds of change (how people, think, talk, discover and

imagine the future) are sown in the first question asked. Practitioners set the stage for what their clients focus on and find

Coach Approach: Begin the coaching relationship with appreciative questions (these

powerfully remind clients of their strengths & successes). Realize the power of questions & be thoughtful in forming those

questions. Ask questions that prompt new thinking & answers (present, past

& future). Ask questions that help clients reframe their past from their

perspective in the present.

Appreciative Language

Problem Solving• Tell me what the

problem is. • Tell me what’s wrong. • What are you worried

about? • What do you need

help with? • What’s bothering you?• What’s working?

What’s not working?

Appreciative• What gives you energy?

What do you most value • About yourself? • What do you want more

of? • What worked well for you

before? • What’s working well now? • What first attracted you

to? • What did you do to

contribute?

Concept: Invites clients to view themselves, not as problems to be solved, but as an open book of possibilities

Assumptions: Clients are not limited to predictive cause-effect explanations Recognizes the power of stories & metaphors to capture

human potential Frees clients from limited ways of seeing themselves Clients live in systems of mutual interaction & the future

cannot be predicted with certainty Coach Approach: Give clients the freedom an permission to see themselves in a

holistic way, not limited by past actions Help clients connect with their “inner flow” with a full range of

human express and autonomy

Poetic Principle: Story Telling Creates

Meaning

Appreciative Language

• Let go of a way of life you’ve had.

• You sound very congruent.

• Imagine all your possibilities.

• Where have you been successful?

• What does that mean for you?

• A wonderful blessing. • A connection between...

• Exploring what you are capable of.

• What a great insight! • You are more of

yourself now. • What will help you tap

into your passion? • Now you can move on. • So some space is

opening now with new possibilities.

Anticipatory Principle: Images of the Future

Concept: Relates to clients’ creating a clear positive image of the future for themselves, one that expresses their desires & possibilities; it is this future image that will guide client’s current actions & behavior.

Assumptions: Whatever clients focus on is what they will most likely create. There is a strong relationship between images of the future and

thinking (expectations) in shaping the future reality. Positive images & positive thinking create a positive future.

Coach Approach: Solicit and listen for phrases clients use to paint images of, &

express longings for, their desired future Engage clients in drawing forth & shaping their dreams of the

future. Remind them of the crucial link between future images & current

actions

Appreciative Language

• How does that feel as you anticipate...? • What about that excites you? • What images do you have of...? • Who are your role models for...? • What are some of the ways you’d like to challenge yourself

with...? • What could you imagine yourself doing? • So would that be something of interest for you in the

future? • What’s a small step that could take you in the direction of

doing more of what you want? • That’s an excellent step to get you where you want to go. • What would like that to look like?