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Coaching as a Fundamental Relationship

  • Too many people in organizations are accustomed to being given “advice” and “demands”.
  • The ‘Ought-Tos’ and ‘Don’ts’ are only useful in limited situations.
  • Coaching, on the other hand, becomes a natural part of an organization’s culture in the presence of high mutual trust, respect and collaboration.
  1. It then becomes the basic support structure for all commitments, relationships and feedback.
  2. The opposite of advice, it is only coaching when it is requested; not imposed.
  3. Coaching also trumps “advice” in power and effectiveness.

The Format of Affective Coaching

  • Plan the conversation ahead of time
    1. Declare the intent (outcomes)
    2. Set a time and place for the conversation
    3. Ask the participant to come prepared with their desired outcomes
  • Set the Ground Rules
    • Use of the Communication Guidelines ©
    • Confirm the request for coaching; be a specific
  • The coach delivers their points as Options for Consideration
  • The coachee
    • Listens without comment or any indication of disagreement or approval
    • Asks open end questions to gain clarity
    • Takes notes.
  • The coachee and coach agree on follow up action
  • steps.