COACHING COMPETENCIES CHECKLIST for Tape Review
Mentor Coach: Toni McLean CIT Participant: Greg Blythe Date: July 11, 2013 Tape: 1
Coaching Competency
SETS the FOUNDATION
Meets Ethical Behavior/Professional Standards - In listening to the playback, I'm not aware of any ethical breeches.
Establishes Coaching Agreement - The contract has been in place verbally, since our meeting on June 20th. The written contract is in place as of July 15th.
CO-CREATES the RELATIONSHIP
Establishes Trust & Intimacy - First 10 minutes were a check-in that allowed me to understand the world from Emad's current perspective. I was then able to bring the discussion back around to the contracted opportunity.
Creates a Coaching Presence
Maintains Coaching Focus - As Emad elaborated on the details of his work, I was able to return the conversation back to our agreed opportunity.
Leads from Behind - Do you know how to achieve clear headed-ness? How might you shift the conversation when you are feeling judged? We looked at the role that relationship plays in his ability to have authentic conversations. Emad committed to increasing the quality of his relationship with Ryan.
COMMUNICATES EFFECTIVELY
Actively Listens - Used Emads Strengths as an understanding of him, and an opportunity to grow.
Asks Powerful Questions - many of my questions were very wordy. I need to pause, slow down and get the right question as succintcly as possible. give him room to answer the first question I ask before I go on and on.
Uses Direct Communication - "I think I'm being judged here." I challenged Emad on a couple of occasions in response to his thinking.
FACILITATES LEARNING & RESULTS
Creates Awareness - Relator Skill How have you leaned on this to create relationship? What's going on for you?
Design Actions - Scenarios associated with Ryan's potential responses
Plans and Sets Goals - Which relationship and conversation do you need to make an investment in?
Manages Progress & Accountability - Established next meeting time, perhaps I should have asked Emad "How will you know if you;ve been successful?"
Monitors & Measures Results/Outcomes - Asked if he was noticing any changes since we've been meeting?
Developmental Goals
Simpler more thoughtful Questions
Get deeper background on Emad, not about me...it's about him going deeper
Clearer understanding of done...
Mentor Coach: Kathleen Stinnett CIT Participant: Greg Blythe Date: Sept 30, 2013 Tape: 2
Coaching Competency
SETS the FOUNDATION
Meets Ethical Behavior/Professional Standards - (current skill level = 2) I believe my behavior was ethical and professional.
Establishes Coaching Agreement - (current skill level = 1) This is the 3rd coaching session with the client. I had two objectives for the session today; 1) To get to a deeper understanding of the clients presenting issue, 2) create an aspirational goal. I did not ask David what "he wanted" out the today's meeting. Could do this better.
CO-CREATES the RELATIONSHIP
Establishes Trust & Intimacy - (current skill level = 2) Overall I feel like I have a high quality relationship with David, though it's not obvious he is willing to share the hard conversation. My sense is that the inability to answer the hard questions is not a trust issue, but rather a self awareness issue.
Creates a Coaching Presence - (current skill level = 2) Despite the distractions of the shared space in which we were talking, I feel like I was able create a calm and insightful presence. The laughter was genuine and the care was authentic. We were able to get over the initial "recording" request with laughter.
Maintains Coaching Focus - (current skill level = 2) Felt like we were still wandering around, though I was able to redirect him back to the primary opportunity. I was able to get David to articulate the primary opportunity, "identify the blockers that prevent David from being able to balance his desires vs the forces that are acting on him." How does he break old habits and create new ones? Why am I not valuing myself?
Leads from Behind - (current skill level = 2) I feel like this was really hot/cold. Sometimes I felt like I was really good at helping David discover new insights about his path; other times I felt like I was completely in his "garden" or "sandbox". I did not create and manage the boundaries between his work and my own work.
COMMUNICATES EFFECTIVELY
Actively Listens - (current skill level = 2) Overall, I think this session reveals the quality of my listening. I'm clearly in development...some successes, some failure...sigh!
Asks Powerful Questions - (current skill level = 2) I ask powerful questions, and then I get ahead and lead. I get frustrated when David is unable to immediately be self aware; I then continue the question and in some cases begin to provide him with an answer.
Uses Direct Communication - (current skill level = 2) "What do you think of David?" Shit, big bold move! Who's issue are you working Greg? Invitation to dig a little deeper, to develop trust. Are you ready to go there? "that's intriguing"... Which one are you going to commity to?
FACILITATES LEARNING & RESULTS
Creates Awareness - (current skill level = 2) That's intriguing! Throughout the conversation, David continued to say this. It was like a blocker that prevented us from moving forward during this conversation...perhaps it is just the number of times he was challenged and intrigued that creates the work he will do before we meet again. All I feel is a big ball of gray.
Design Actions - (current skill level = 2) Tried to have David use a timeline to create understanding. Tried to break the problem down into smaller pieces that allow David to grow, despite the largeness of the uncertainty.
Plans and Sets Goals - (current skill level = 2) Is there progress you can make in the identified gaps that will help? Come work out with me at Stanford, Did I get into his sandbox again? Dang it!
Manages Progress & Accountability -
Monitors & Measures Results/Outcomes -
Developmental Goals
Be conscious of your shadow side! While my insights into my own mid-life journey provide me with understanding and empathy...I need to be careful that the focus stays on the client. How did it sound?
Slow down the questioning - Allow the client to sit with the challenge of the first question.
Understand the feelings of frustration while coaching. Use it to drive wonder and inquiry rather than advocacy.