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Workout. JULY 2019 Release 01. Overview. Welcome and introductions Context setting Coaching conversations Development conversations Creating a coaching-friendly culture. Context. Context. Reflection. How often do you discuss aspirations and development with your team?

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Workout

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  1. Workout JULY 2019 Release 01

  2. Overview • Welcome and introductions • Context setting • Coaching conversations • Development conversations • Creating a coaching-friendly culture

  3. Context

  4. Context

  5. Reflection • How often do you discuss aspirations and development with your team? • How do you help them perform at their best? • When asked for help, how do you encourage opportunities for development? • Describe a positive experience of being coached. • What qualities, attitudes, and behaviours did the coach display? • How will your experience of coaching and developing help you to do the same for your team?

  6. The GROW model www.youtube.com/watch?v=xNLRo3jWPcg

  7. Development conversations Discuss the following: • What was/is the situation? • How did you find using the GROW model? • What coaching questions did/will you ask? If you have held a coaching conversation with a team member: • What went well? • What would you do differently? • Do you have any other insights from the conversation?

  8. Coaching conversations Discuss the following: • How did you structure your conversation? • What good questions did you ask? • How did you demonstrate effective listening skills? If you have held a development conversation with a team member: • What went well? • What would you do differently? • Do you have any other insights from the conversation?

  9. A coaching-friendly environment • Trust and openness is by far the most important element. Your team must feel that they can be open without fear of punishment or damage to their career, and you must behave consistently in a way that reinforces the trust. • See mistakes as learning opportunities. In reality, mistakes create problems, but when mistakes, failed initiatives, and unintended outcomes are analysed, you can extract some learning value.

  10. Advice from the public service Link to LDC website

  11. Advice for future new people leaders (option 1) Work in pairs or small groups. Think about the top two or three pieces of advice around Develop that you would give to a new people leader. Share your advice for new people leaders by writing it down on a piece of A4 paper. These can then be put up around the room for future participants to read.

  12. Advice for future new people leaders (option 2) Work in pairs or small groups. Think about the top two or three pieces of advice around Develop that you would give to a new people leader. Share your advice for new people leaders by writing it down on the roll of paper, like a graffiti wall. This can then be put up in the room for future participants to read.

  13. Advice for future new people leaders (option 3) Work in pairs or small groups. Think about the top two or three pieces of advice around Develop that you would give to a new people leader. Share your advice for new leaders by recording snippets on your phone. Send the recording to your facilitator. These can then be played in future Workouts for other participants to listen to.

  14. Any questions? Haere rā

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