Diagnostic tools have two main uses in coaching and mentoring: Some diagnostics, such as the personality measures, need to be administered by an expert, who can help interpret them. Choosing the right personality questionnaire is important. One aspect of this is deciding whether to use one that is ‘type’-based, such as the Myers-Briggs Type Indicator...
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There are ten pairs of questions below. Which item in each pair best describes how you approach coaching? All the odd numbered statements represent a directive coaching mindset, although some of these items are legitimate coaching behaviours, when used in moderation. All of the even numbers are non-directive. The higher your score of even items,...
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Neuroscience is providing a lot of data about how people learn and what motivates them to achieve change. One of the most useful models to emerge from this, in the context of coaching is SCARF, which stands for Status, Certainty, Autonomy, Relatedness and Fairness. Neuro-leadership specialist David Rock explains it in this way: Status is...
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Coaching requires skills, such as listening, questioning and giving feedback, but all of these should already be developed to some extent in line manager coaches and in coaches more generally. What makes them effective is the coaching mindset, and this we can summarise as the three Cs: Caring: Co-learning: Creativity: © David Clutterbuck,...
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Developed by Peter Hawkins CLEAR stands for Contracting, Listening, Exploring, Action Review. CONTRACTING The emphasis at this stage is less about establishing goals than agreeing broad purpose and expectations of the learning relationship. LISTENING Still refraining from making judgements about what the coachee “needs”, the coach gives them space to describe their issue in their...
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OSKAR derives from solutions focused coaching. It’s a more sophisticated version of GROW and has much the same pluses and minuses. O stands for Outcome This is a wider concept than the G (for Goal) of GROW and involves exploring with the coachee: S stands for Scaling Scaling is a common coaching tool and frequently...
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The Starr model (created by Julie Starr) looks at five core coaching skills, as in the diagram below. Effective coaches:...
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Personal Development Plans can often be “something and nothing” – a paper exercise mandated by HR for line managers and direct reports to undertake as an annual ritual. When they are at their best they: Identify clearly the difference between where you are now and where you want and/or need to be Link immediate (short-term) (more…)
Recommended good practice is for coaches to spend at least 30 minutes in quiet reflection after a coaching conversation. It’s helpful to use the following headings to structure this reflection: Issues What topics did we explore? Where these expected or unexpected? Did we dig into them in sufficient depth? What other issues arose, which I (more…)
Recommended good practice is for coachees to spend at least 30 minutes in quiet reflection after a coaching conversation. It’s important to set this expectation both for the coachee and their boss! It’s helpful to use the following headings to structure this reflection: Issues Insights Ideas Intentions © David Clutterbuck. All rights reserved...
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