CMS Coaching Culture

Stacey L. Bryson, D.Min.CMS Leadership Institute Faculty, OD Specialist

& CMS Coaching Program Manager

CMS COACHING PROGRAM

CMS Coaching Culture

Coaching Services

Continuous Development of

Internal Coaches Leader as Coach

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CMS COACHING CULTUREThe Coaching Mindset creates a Culture that fosters the Definition of Coaching: “Partnering in a thought-provoking and creative process to maximize personal and professional potential.”

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CMS Coaching Culture

Coaching Services

Continuous Development of

Internal Coaches Leader as Coach

CMS COACHING CULTURE: COACHING COMPETENCIES• Coaching presence• Active listening• Powerful questioning• Direct communication• Creating awareness• Designing actions• Planning and goal setting• Managing progress and accountability

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CMS Coaching Culture

Coaching Services

Continuous Development of

Internal Coaches Leader as Coach

CMS COACHING CULTURE: PRODUCTS OF COACHING

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CMS Coaching Culture

Coaching Services Leader as Coach

Continuous Development of

Internal Coaches

COACHING SERVICES

COACHING SERVICESCoaching is a workforce engagement and leadership development tool that can improve organizational performance and individual effectiveness. CMS is creating a coaching culture by providing targeted coaching services for Executives, Senior Leaders, managers, and employees.

Career Development Coaching

HPCP - Coaching for Managers

Executive Coaching

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Programs Target Audience Program Specifics ConsistencyExecutive Coaching Senior Leaders, Group

Directors and Deputy Group Directors

• External coaches • Program Evaluation• Assessments• Agreement• Coaching Agreement

High Performance Coaching Program (HPCP)

Division Directors, Deputy Division Directors, and TA’s

• Internal coaches• Continuous client

enrollmentCareer Coaching GS 5 – 14 non-

supervisory employees

• Internal and external coaches

• Call letter and continuous client enrollment

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COACHING SERVICES

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CMS Coaching Culture

Coaching Services

Continuous Development of

Internal Coaches Leader as Coach

CONTINUOUS DEVELOPMENT OF INTERNAL COACHES

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CertificationsExpand Reach

Program Development

CONTINUOUS DEVELOPMENT OF INTERNAL COACHESCMS Internal Coaches are trained by an organization recognized by the Internal Coach Federation (ICF), which is considered the governing body for professional coaches globally.

Continuous Coach Skill Development

CONTINUOUS DEVELOPMENT OF INTERNAL COACHES• Targeted topics for development

• 360 feedback tools• Group coaching• Reporting and return on expectations (ROE)• Mindfulness/mediation• Creating a coach plan template• Resource sharing:

• Receive a 1-hour of group coaching session from an external coach• Receive 4 individual coach sessions from an external coach

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CMS Coaching Culture

Coaching Services

Continuous Development of

Internal Coaches Leader as Coach

LEADER AS COACH

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LEADER AS COACH

Training Exposure to Coaching Concepts

Establish and maintain a Coach Approach to management

LEADER AS COACH • Leaders can serve as coaches when they have the time to focus on both the quality

of the work and the learning of the staff person.

• CMS Leaders are encouraged to:

1. Look for opportunities to use coach skills.

2. Ask questions to identify action and design action plans.

3. Champion forward movement.

ChampionAskLook

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CAN A LEADER BE A COACH?Traditional Management

Boss’s behavior

Dictates Persuades Debates Abdicates

Effects on each Boss feels in control

Performer wonders if he has a choice

Both feel involved but it

may be slow

Performer feels obliged or dumped on

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HOW DO WE USE COACHING?OPPORTUNITIES TO APPLY COACHING AT WORK:

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Motivating staff Appraisals and assessments

Delegating Task performance

Problem solving Planning and reviewing

Relationship issues Staff development

Team building Team working

ChampionAskLook

HOW DO WE USE COACHING?OPPORTUNITIES TO APPLY COACHING AT WORK: “Professional Development”

https://www.youtube.com/watch?v=2OlLG_i2lYQ&feature=youtu.be

Description: The manager uses coaching skills during a one-on-one meeting about the employee’s professional development goals.

Coach: Bernie

Client: Stacey

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ChampionAskLook

COACH OR TELLHow to decide whether to Ask or Tell:

• If Time is the predominant criterion in a situation: Doing the job yourself or telling someone exactly what to do will probably be the fastest way.

• If the Quality of the result matters most: Coaching for high awareness and responsibility is likely to deliver the most.

• If Maximizing Learning is the predominant need: Clearly coaching will optimize learning and its retention.

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ChampionAskLook

COACH OR TELL“Clarifying Expectations”

https://www.youtube.com/watch?v=jcGKdrtSnC0&feature=youtu.be

Description: The manager uses coaching skills to clarify expectations for an employee’s project plan.

Coach: Bernie

Client: Stacey

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ChampionAskLook

ASK EFFECTIVE QUESTIONSEffective Questions allow the Leader as Coach to:

• Monitor whether the coachee is on a productive track with expectations

• Understand the coachee’s prospective approach

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ChampionAskLook

ASK EFFECTIVE QUESTIONS • Open Questions

• Interrogative Words

• Focus on Detail

• Areas of Interest

• Blind Spots

• Leading Questions

• Be Attentive to Answers

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ChampionAskLook

HELPFUL QUESTIONS1. “What else?”

2. “If you knew the answer, what would it be?”

3. “What would the consequences of that be for you or others?”

4. “What criteria are you using?”

5. “What is the hardest/most challenging part of this for you?”

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ChampionAskLook

HELPFUL QUESTIONS6. “What advice would you give to a friend in your situation?”

7. “Imagine having a dialog with the wisest person you know or can think of. What would he or she tell you to do?”

8. “I don’t know where to go next with this. Where would you go?”

9. “What would you gain/lose by doing/saying that?”

10. “If someone said/did that to you what would you feel/think/do?”

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ChampionAskLook

HELPFUL QUESTIONS“Employee Not Motivated”

https://www.youtube.com/watch?v=kW7G3Mj871s&feature=youtu.be

Description: The manager uses coaching skills to talk with an employee who does not appear to be engaged in his work.

Coach: Stacey

Client: James

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ChampionAskLook

BELIEFS IMPACT PERFORMANCETo use coaching successfully, we have to adopt a far more optimistic view than usual of the dormant capability of all people.

Pretending we are optimistic is insufficient because our genuine

beliefs are conveyed in more subtle ways of which we are not aware.

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ChampionAskLook

CMS COACHING PROGRAMCMS

Coaching Culture

Coaching Services

Measurement:- Align assessments- # of clients

Leader as Coach

Measurement:- Level 2 evaluation- Number of clients from rider opportunities

Continuous Development

of Internal Coaches

Measurement- Additional certifications- Expanding our reach- Data collection

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References

• Sir John Whitmore, Coaching for Performance

• W. Timothy Gallwey, The Inner Game of Work

Contact Information• Stacey L. Bryson, D.Min.• CMS, Office of Human Capital,

Employee Services Group, Division of Talent Development, CMS Leadership Institute

• Stacey.Bryson@cms.hhs.gov• 410-786-7201