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

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Coaching through coachingExploring The Journey
from HR to Coach Peter Mayes
www.petermayes.co.uk
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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
  learning
• OD Manager understanding organisation politics
• Consultant providing solutions to a variety of
  organisations
• Coach asking questions of my clients and myself

www.petermayes.co.uk
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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

www.petermayes.co.uk
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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

www.petermayes.co.uk
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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
  rule.
• 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
www.petermayes.co.uk
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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
  performance.
• 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.

www.petermayes.co.uk
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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
  environment.
• 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

www.petermayes.co.uk
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Coaching

• 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)

www.petermayes.co.uk
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Time to think

• With these principles in mind please work in
  pairs.
• 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.

www.petermayes.co.uk
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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

www.petermayes.co.uk
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www.petermayes.co.uk
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Blind coachingor content free coaching

• You will need
• Pen
• Blank paper
• listen

www.petermayes.co.uk
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And finally with thanks for your time and energy
Peter Mayes
Contact details 01793 882058 0793 334 4707
www.petermayes.co.uk