What is Coaching & Counseling

PT. Opus Management IndonesiaJl. Kemang Timur Raya No. 100FJakarta Selatan12730http://www.opusmanagement.cominfo@opusmanagement.com

What is Coaching & CounselingCoaching Counseling

Focus On individual’s ‘on the job’ performance for individual and organisational successLook at current condition and determine the action to be done

On individual’s psychological well beingLook at what has gone wrong

Relationship Type Relationship between someone who wants to grow professionally with someone who can help them achieve his/her professional objectives

Healing or problem solving relationship to resolve old pain and improve emotional states

Analysis Future oriented (analysing future objectives)Forward looking

Past oriented (analysing the past)Backward looking

Objective Coach provide a learning container and encourage coachee to explore, experiment and learn new skills, new ways of leading and thinking.

Counselor helps an individual to bring about change, whilst respective the individual’s values and capacity to find their own solutions.

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When to Coach: The Iceberg Model

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Skill

Knowledge

Self Image

Trait

Motive

Coach

Counsel

The Coaching Structure

Recognise the Need

• Whom to coach: Interview, observation, supervisor information, team member input, etc.

• Training needs

Identify Opportunity

• Selecting the projects

• Identify projects that are closely related to day-to-day operations of the job

Set the Climate

• Plan for your session

• Define the goal and the environment, be open, be ‘blank’ – don’t have a preconception

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The Session

• Goal

• Reality

• Options

• Wrap-up

Implementation

• Coachee implement the action plan

• Start ASAP, don’t delay

• Coach follows through, don’t break off assignment

Review

• Look at the progress

• Identify pitfalls

The Coaching Session: GROW

The GROW ModelGOAL

Aim

Set long term aim if appropriate

Objective

Agree specific objective of session

Topic

Agree topic for discussion

REALITYAssessment

Invite self assessment

Examples

Offer specific examples of feedback

Assumptions

Avoid or check assumptions. Discard irrelevant history

OPTIONSRange

Cover the full range of options

Suggestions

Invite suggestions from the coachee. Offer suggestions carefully

Choices

Ensure choices are made

WRAP UPAction

Commit to action

Obstacles

Identify possible obstacles and how to overcome them. Agree support

Milestones

Make steps specific and define timing

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The SkillsBe present

• Pay careful attention to signals that indicate rapport

• Don’t get distracted

Clear goals

• What do you want?

• How will you know when you’ve got that?

Ask vs. Tell

• Don’t give them the fish – don’t give unsolicited advice

• Teach them how to fish – provide options and ask if they think they’re doable

Agreement

• Unclear or incomplete agreements produce misery and suffering

• Clear agreements contribute to setting an atmosphere of mutual respect and shared power

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The Skills

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Recognition

• Recognise achievement immediately

• Look for praise-worthy performance

• Be sincere

• Generously encourage what’s wanted

Feed back

• Give constructive suggestions for improvement

• Learn to gently confront areas that need attention

• Separate the person from the issue

Structure

• Design reasonable action steps to reach achievable goals

• Structures are for supporting, not burdening

Intuiting

• Comes with ‘gut feeling’ – effective coach knows when to through away the plan, be pragmatic, and how to politely invade or challenge the client’s assumptions to prevent catastrophe.