Techniques, models, exercises, checklists, how-to guides
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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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…)
We don’t expect coaches and mentors generally to have a deep understand of psychology or psychotherapy. But understanding the principles of projection and counter-projection can help you recognise and manage common situations, where the dynamics of the learning relationship aren’t working as they should. Projection refers to the process, by which people unconsciously disown their...
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Keeping a reflective journal Maintaining a personal reflective journal during a coaching or mentoring relationship improves the quality of reflection and the depth of personal learning. Good practice in maintaining the learning journal includes: The SAID process (see Reflection in coaching and mentoring) can be a useful framework for reflective notes. Other useful tips: Boud,...
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Gestalt therapy is one of the major disciplines of psychotherapy. It takes years of study and practice to become proficient in using this powerful approach, but it is common for coaches and mentors to use some of the basic concepts and techniques. One of the key principles of Gestalt is that what is happening for...
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Being a mentee is both a privilege and a responsibility. It is a privilege, because it is a valuable opportunity to learn from and with someone more experienced. It is a responsibility, because it requires you to invest time and energy in making the relationship work and in ensuring that you make the best use (more…)
Once people have experienced a good mentoring relationship, they often seek to build a portfolio of mentoring relationships. These relationships often overlap in time and scope and may vary from short-term, relatively narrow focus to longer-term, broad focus. These relationships may be ad hoc, unplanned and vaguely defined (or not even seen as mentoring at...
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