People - Development Challenges - Coaching

Background

Using Development Challenges...

Development challenges are designed to encourage you to think about the performance of yourself / your store / your region, identify opportunities and take action to make improvements that will have a positive impact on your business.

This is a practical, hands on way of learning through experience and trying something different or new. Therefore the more you put into this the more you will get out in terms of your personal development.

You are challenged to...

The aim of this challenge is to coach one of your team for improved performance or a step change in attitude or mind-set.

This will allow you to experience:

     The benefits of coaching versus telling

     Practice of NOT telling someone ‘how to do something’

     Exploring the coachee’s ideas and views

You may have already learnt and demonstrated some of these things and therefore you will want to design your challenge and personal objectives to focus on the areas most relevant to you.

Sources of Reference

Whilst completing this challenge you may find it useful to refer to the Top Tips on:

     Coaching

     Questioning

     Development Challenge Coaching Skills

People - Development Challenges - Coaching

Introduction

A coach helps someone discover the answers for themselves. There is no 'tell' in a coaching conversation.

It’s all about helping someone to set their goal by questioning and disturbing their thinking. Then get them to say where they are right now. Then explore the options of how they might achieve the goal, and finally asking them how committed they are to achieving their goal.  This is summed up (as you’ll see on the next page) by the GROW model.

People - Development Challenges - Coaching

Case Study

Consider the following questions in relation to this challenge. Working through each question will enable you identify the current situation and possible options you have for completing this challenge to reach a positive end result. You should then select which of the options you are going to put into action.

Goal

     What specifically do you want to learn/develop/achieve through this challenge?

     How will this improve you personally and your performance?

     How will you know when you have achieved your goal?

     What is your measurement of success?

Reality

     What do you know about these tasks/subjects/areas already?

     What Experience have you had at giving feedback

     What are your thoughts or feelings about undertaking this challenge?

     How can you 'tell' less and 'ask' more? 

Options

     What are all the options you have to achieve this challenge?

     Which is the best way for you to do this?

     Who do you know who could help?

      

Will

     What are your next steps and how committed are you to them?

     How will you feel once you’ve achieved it?

     How will it be different when you are confident and capable to do these things?

     What are your time-scales for completing this challenge?

People - Development Challenges - Coaching

Planning & Goals

Planning

In order to complete your challenge successfully it is important that you create a plan capturing each of the actions you need to take in order to achieve your goal. There are two methods of planning that you can choose from when completing this challenge, these are explained below.

Outcome, Performance and Process Goals

'Dreams without goals are just fantasy; goals without dreams are a waste of time'. This planning technique ensures we have both, enabling you to record your overall vision/dream, the performance measures to make the vision/dream a reality and the next steps required to ensure we achieve our performance measure. These are your outcome, performance and process goals.

An Outcome Goal (vision/dream) captures the overall vision that you have in terms of performance. For example you may want to grow profit year on year.

Performance Goals (performance measures) identify objectives / targets to achieve in specific areas of the business that will enable the overall vision to be achieved. One example is you may want to increase conversion to contribute to profit growth.

Process goals are all the next steps that need to be carried out in order to achieve a performance goal and in turn impact upon your outcome goal. For example you may want to observe and coach your team on approaching customers.

All of this information should be captured in the format shown below:

People - Development Challenges - Coaching

Next Steps / Action Plan

* Please note it may be best to access this information via a desktop computer

If you are working towards a goal that relates to one specific area of your business it may be more appropriate to simply record what you need to do as next steps in the form of a table as shown below.

 

What

Who

By When

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Review

 

Having carried out the required actions you should review how this challenge has gone, measure the results of your actions and decide if any further actions are required in order to achieve the original goal. Use the section below to record this information.

 

What worked well for you during this challenge?

 

 

 

 

 

 

 

 

 

What didn’t work well for you during this challenge and what would you do differently next time?

 

 

 

 

 

 

 

 

 

What feedback have you received from your team and line manager during this challenge? (You may want to ask for feedback now if you have not already done so)

 

 

 

 

 

 

 

 

 

Are any further actions required in order to complete this challenge? If so please outline them in the space below.

 

 

 

 

 

 

 

 

 

Further Information

If you would like to learn more about coaching the following resources are recommended:

 

     Speak to your line manager/ Mentor

 

     Carry out an internet search on Coaching and also John Whitmore who is credited with developing the GROW model