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Coaching through coaching Exploring The Journey from HR to Coach Peter Mayes


Coaching through coaching Exploring The Journey from HR to Coach Peter Mayes My Journey Construction Designer: see what others need Work Study ... – PowerPoint PPT presentation

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Title: Coaching through coaching Exploring The Journey from HR to Coach Peter Mayes

Coaching through coachingExploring The Journey
from HR to Coach Peter Mayes
My Journey
  • Construction Designer see what others need
  • Work Study / Process Engineer observing what
    others do
  • Trainer creating what others need
  • Training Manager stimulating organisational
  • OD Manager understanding organisation politics
  • Consultant providing solutions to a variety of
  • Coach asking questions of my clients and myself
How I've changed?
  • Less driving
  • Less second guessing
  • Less leading
  • Less task driven
  • Non judgemental
  • More curious
  • More asking
  • More enabling person to try out
  • More challenging their behaviour I see
  • Using metaphor and clean approaches
  • Being authentic, in the room and intuitive
How we will work together today
  • Highly interactive session using my extensive
    experience as a coach to facilitate some
    innovative experiences
  • time to think
  • coaching in the round
  • blind coaching
CIPD view of coaching
  • Coaching targets high performance and improvement
    at work and usually focuses on specific skills
    and goals, although it may also have an impact on
    an individuals personal attributes (such as
    social interaction or confidence). The process
    typically lasts for a relatively short period.
  • It is essentially a non-directive form of
    development, though this is not a hard and fast
  • It focuses on improving performance and
    developing individuals skills.
  • Personal issues may be discussed but the emphasis
    is on performance at work.
  • Coaching activities have both organisational and
    individual goals.
  • It provides people with feedback on both their
    strengths and their weaknesses.
  • It is a skilled activity, which should be
    delivered by people who are trained to do so.
    However, this can be line managers and others
    trained in basic coaching skills

Championing better work and working lives
The Association for Coaching (AC)
  • Personal/Life Coaching"A collaborative
    solution-focused, results-orientated and
    systematic process in which the coach facilitates
    the enhancement of work performance, life
    experience, self-directed learning and personal
    growth of the coachee." (Anthony Grant,
    University of Sydney, 2000)
  • Executive CoachingAs for personal coaching, but
    it is specifically focused at senior management
    level where there is an expectation for the coach
    to feel as comfortable exploring business related
    topics, as personal development topics with the
    client in order to improve their personal
  • Corporate/Business CoachingAs for personal
    coaching, but the specific remit of a corporate
    coach is to focus on supporting an employee,
    either as an individual, as part of a team and/or
    organization to achieve improved business
    performance and operational effectiveness
  • Specialty/Niche CoachingAs for personal
    coaching, but the coach is expert in addressing
    one particular aspect of a persons life e.g.
    stress, career, or the coach is focused on
    enhancing a particular section of the population
    e.g. doctors, youths.
  • Group CoachingAs for personal coaching, but the
    coach is working with a number or individuals
    either to achieve a common goal within the group,
    or create an environment where individuals can
    co-coach each other.
International Coach Federation (ICF)
  • ICF defines coaching as partnering with clients
    in a thought-provoking and creative process that
    inspires them to maximize their personal and
    professional potential, which is particularly
    important in todays uncertain and complex
  • Coaches honor the client as the expert in his or
    her life and work and believe every client is
    creative, resourceful and whole.
  • Standing on this foundation, the coach's
    responsibility is to
  • Discover, clarify, and align with what the client
    wants to achieve
  • Encourage client self-discovery
  • Elicit client-generated solutions and strategies
  • Hold the client responsible and accountable
  • Coaching is a series of meaningful discussions
    that facilitate the performance, learning and
    development of another this can be either at work
    or with present or emergent personal dilemmas
    (Peter Mayes 2009)
  • The art of enabling, encouraging, enhancing
    effectiveness and effort (Peter Mayes 2013)
Time to think
  • With these principles in mind please work in
  • Sit opposite each other and decide who will be
    the listener first and who will be the reporter.
  • The listener's job is to listen with interest,
    fascination, curiosity and to show, without
    speaking, how much they value this time and
    opportunity to listen to the other person.
  • The reporter talks about something that is
    important to them, this may be a small thing or a
    large thing.
  • The pair continues these activities for three
    minutes they then swap chairs and swap roles.
Coaching in the round
  • One person selects the segment in the round
    diagram they would like to work on
  • The other person uses one of the models to coach
    the person who has selected the segment
  • Do this for five minutes
  • The swap over again five minutes
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Blind coachingor content free coaching
  • You will need
  • Pen
  • Blank paper
  • listen
And finally with thanks for your time and energy
Peter Mayes
Contact details 01793 882058 0793 334 4707
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