Leader as a Coach

1. The Leader as a coach
Lawrence Hallett!
Wales Quality Centre!
!
Friday 7th November 2014

2. Leadership and Coaching
How are they different?

3. Boss v Coach
Boss Coach
Talks a lot Listens a lot
Tells Asks
Presume Explores
Seeks control Seeks commitment
Orders Challenges
Works on Works with
Assigns blame Takes responsibility
Remains distant Makes contact

4. Please write a 1 sentence definition of
coaching and leadership - work in pairs
Support the definition with examples of good and bad
coaching/leadership
Coaching

6. Peter
Drucker:
“The only
definition of a
leader is
someone who
has followers.”
Warren
Bennis:
“Leadership is
the capacity to
translate vision
into reality.”
Bill Gates:
“As we look ahead
into the next century,
leaders will be those
who empower others.”
John Maxwell:
“Leadership is
influence – nothing
more, nothing less.”
DEFINITION: Leadership is
a process of social influence,
which maximizes the efforts of
others, towards the
achievement of a goal.

7. Coaching - Definition
“Coaching - unlocking a person’s
potential to maximise their own
performance; helping them to learn
rather than teaching them”
Timothy Gallwey -Author the inner game

8. Coaching Misconceptions
Coaches solve their coachees’ problems for them -
They apply their coaching expertise and attend to the coaching process while coachees address the
content of their issues.
!
Coaching is a “soft option”. -
True coaching will challenge your perceptions of your role and behaviour and hold you to account on
delivering the actions you commit to.
!
Coaching is a way to ‘fix’ people -
Those who benefit most from a coaching relationship are those who want to make some changes in the
way they operate.
Individuals who are ‘subjected to’ coaching for remedial purposes are much more difficult to help, and if
they are resistant, then progress may not be made at all.
!
Coaching is a substitute for good management. -
Good coaches work in partnership with line managers and encourage the development of their
coaching capabilities.

9. situational leadership...
Directing
Coaching
Supporting
Delegating

10. situational leadership...

11. situational leadership...

12. Coaching models
•GROW
Goal, Reality,obstacles/options, way forward
•OSKAR
Outcome, scaling, Know how, Affirm and action,Review

13. The GROW model
Tim Gallwey - The Tennis story

14. The OSKAR model
•Outcome
•Scaling
•Know how
•Affirm and action
•Review

15. Try it out!
Individually
Think of a long term goal
In pairs
Coach using the GROW model

16. Coaching Key skills
Enabler of answers
Listening
Questioning
Goal oriented

17. It’s impossible…..

18. Questioning Types
•Open
•Closed
•Extending
•Clarifying
•Leading
•Hypothetical
•Double Barrelled
•Assuming

19. Questioning
•Ask me a question?

20. Persuasive questioning?
http://www.youtube.com/watch?v=WrR_EgmUc3Q&feature=youtu.be

21. Listening

22. Listening Skills…….
Passive
Pretend
Biased
Misunderstood
Attentive data only
Active
Empathic
Facilltative

23. 10 Principles of listening
1. Stop talking
2. Prepare yourself to listen
3. Put the speaker at ease
4. Remove distractions
5. Empathise
6. Be patient
7. Avoid personal prejudice
8. Listen to the tone
9. Listen for ideas
10. Read the body language

24. Body Language
•Hands
•Eyes
•Arms
•Legs
•Mouth
•Handshakes
•Mirroring
•Desk Position

25. Positive Body Language
• Moving or leaning closer to you!
• Relaxed, uncrossed limbs!
• Long periods of eye contact!
• Looking down and away out of shyness!
• Genuine smiles

26. Negative Body Language
• Moving or leaning away from you!
• Crossed arms or legs!
• Looking away to the side!
• Feet pointed away from you, or towards and exit!
• Rubbing/scratching their nose, eyes, or the back of their neck

27. Spot a liar - Body Language
• Fake smile!
• Stiff Upper Body and Too Much Eye Contact!
• Looking away to the side!
• Context and Paired Behaviors

28. Body Language Warning!
!
Body language is not an exact science.
No single body language sign is a reliable
indicator.
!

29. Listening/observing
•Watch the following
coaching video and
comment on content, Body
language and the
coaching process