Welcome
How to develop a coaching culture in your workplace – lessons from the leaders! Presented by y Natalie Ashdown with Richard Frazer, City of Casey, February 2012 Copyright The Open Door Coaching Group Copyright, Group, 2012
■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
Agenda for today!
■ What is coaching in the workplace? ■ What is the link to culture? ■ Why is it so important? ■ City of Casey ■ What does it take to be the
champion?
■ Framework for implementation ■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
A little story…Bart Conner
bartandnadia.com/ ■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING
How is coaching different? Managing
Mentoring
Counseling
Supervision Consulting Coaching Ps chotherap Psychotherapy Directing Telling ■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
Reframing (Speed Dating!)
■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
Wearing different hats
High Person’ss Person skills and knowledge Low Coaching T i i Training
Normal/everyday Extreme/once off Situation or Context
Mentoring, telling, directing
Introducing the GROW Model T = TOPIC/ISSUE (What is the topic?) G = GOALS (What is it you want to achieve?) R = REALITY (What is happening now?) O = OPTIONS (What options do you have to move one step forward?) W = WAY FORWARD (What WILL you do to move forward? By When?) (W h out for (Watch f the h WIGGLE!) ■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING
What is a Coaching Culture?
Coaching Listening, asking questions Listening questions, open conversations, feedback, focus on forward movement, supportive language and behaviours, behaviours principles (eg. non-judgemental)
Culture The way we do things around here ■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
Top 6 reasons why it’s important!
1 1.
People asked to do more more, with less resources – tap discretionary effort
2.
People need to have conversations, take responsibility
3.
Old styles don’t work with new generations
4.
Attracting and retaining talent is critical
5.
Knowledge transfer is critical (baby boomers)
6.
Return on investment for L&D is required
Best way to bring out the best in people ■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
Case study: City of Casey
■ Trademark behaviours ■ What was the trigger for change? Peer assessments ■ What did we do? Approach ■ What where the challenges? Stay out the space ■ Coaching sits magically within the trademark behaviours ■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
Casey story…background
■ Terrible survey results 2009 ■ Disengaged 4th level ■ Increased commitment to Leadership program ■ Developed Coaching in the workplace Culture ■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
Trademark behaviours
■ Show respect ■ Take responsibility p y ■ Be positive ■ Listen and respond ■ Think things through
■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
■ “I’m “I’ nott a perfect f t leader, l d but b t I’m I’ committed itt d to t be b the th best b tI
can be” ■ Peer assessment process p
– Direct feedback – Turn it into an action plan – TROUBLE! – Needed to start asking coaching questions
■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
Casey story…key lessons
■ It’s It’ so tempting….. t ti
– To solve the problem – All knowing, knowing all knowledgable ■ It’s a personal thing!
– You can’t tell them! – They have to make it mean something for THEM!
■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
Wonderful stories…
■ Infrastructure I f t t Manager M “h was di “he dismissive i i off others th
views” ■ OHS Coordinator “you y are the expert p in OHS,, yyou don’t
assert your authority ■ Employee engagement results - %
■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
Results: Casey Management Indicators
Indicator
2009 2011 2009 Whole Org Whole Org 4th level
2011 4th level
Role Clarity Importance
84.0% 3rd
89.2% 3rd
62.9% 2nd
90.9% 4th
R Recognition iti
57.8% 57 8% 18th
67.3% 67 3% 29th
44.4% 44 4% 12th
72.1% 72 1% 28th
CMT live Trademark Behaviours
50.3% 22nd
59.3% 12th
33.3% 17th
52.3% 5th
Engagement
54%
67%
44%
68%
■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
Discussion…
■ Building a Culture
– Building relationships – Feeling comfortable to have coaching conversations – We are all in this together – We expect team leaders to have conversations with Directors
– It all starts with “What are you trying to achieve?” hi ?” ■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
What are characteristics?
■ The leaders are engaged in and role-model role model coaching, coaching clear
mandate ■ Coaching is linked to business strategy and is included in HR
artifacts ■ There is a clear methodology or set of coaching tools ■ The language of coaching is being used in everyday speak ■
Formal programs and informal coaching is occurring
■
There are visible signs g of coaching g and yyou hear q questions
■
Coaching is implemented across hierarchical boundaries
■
The workplace looks, feels and sounds like a great place to work ■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
champion TopCharacteristics 6 reasons why of it’sthe important!
Mandate to implement (or not)
Trained in coaching
C Coaching hi at every opportunity i
Vision for their organisations
Belief in what coaching can do for people
Hold the torch
Make do with what theyy can eg. g budget, g ,p pilots
Patience
Score ____ /8 ■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
Coaching Culture Map
Leaders values and vision
Process Jill McGinn Process
Mick Francis
Organisational strategy
Centrelink
Departmental implementation
Leader as Coach Program
Organisational artefacts
Action plans, evaluation, and feedback loop p Leader as Coach Program ■
L&D or HR Champions
p Coaching programs Sunsuper part of Leadership Programs Individuals / Team Coaching
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
Gerry’s y story
■ REGISTERED TRAINING ORGANISATION
Copyright The Open Door Coaching Pty Ltd, 2010
Find out more…
Questions? Find out more: Read the book! ‘Bring Out Their Best” Talk to us about coaching g and leadership p programs Contact me with your case study: Natalie Ashdown, Chief Executive Officer, M: 0416203236 E:
[email protected] @ p g ■
EXECUTIVE COACHING
■
ACCREDITED COACH TRAINING
■ REGISTERED TRAINING ORGANISATION
