Skills Audit Workbook - Appreciative Inquiry - Coaching / Mentoring Profile Tool - AI for coaches - Alex Clapson - May 2014 Business Leadership & Management - Authentic Leadership

Skills Audit Workbook

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CONTENTS

Introduction - Coaching and 21st Century Leadership...........................................................5

An Appreciative Inquiry into your Coaching Practice............................................................6

Your Knowledge Base...........................................................................................................7

Your Coaching Skills..............................................................................................................8

Your Coaching Behaviours....................................................................................................9

Summing Up.......................................................................................................................10

Notes..................................................................................................................................11

My Profile........................................................................................................................... 13


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Introduction – Coaching and 21st Century Leadership“Coaching provides fundamental tools for shaping the public service in Wales; it helps people think creatively, helps us to do more with less, strengthens relationships and helps us manage transitions. Every leader needs a coach” Dame Gillian Morgan, Former Permanent Secretary, Welsh Government

According to a recent survey by the Institute of Leadership & Management (ILM), 80% of organisations have used coaching in some form in the last five years, yet it’s more often used for CEOs and senior executives than at line manager level.

If we are to successfully transform organisations to meet the needs of customers / citizens in the coming decades whilst limiting costs, the leadership style will need to change. Leaders themselves will need to adopt more of a coaching style whilst, at the same time, actively promoting the idea that coaching is for everyone.

Better Targeted Training

As training budgets tighten, there’s more pressure than ever on managers to make sure that they spend available resources wisely. Today’s managers are required to be highly selective about staff development. Coaching provides an excellent tool for eliciting strengths and areas for development and provides a way to plan how development is undertaken and measured.

Why a Skills Audit?

We know that there is a tremendous amount of Coaching talent within organisations and we suspect that we have only seen the tip of the iceberg. This skills audit has been designed to help you reflect upon, be able to articulate and possibly share your expertise with others. It can also help you create a profile that truly represents your individual approach to coaching.

Ultimately it is intended to inform the kind of support we provide for you in helping you be the best coaches you can be.

We hope you find this workbook useful and enjoyable.


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An Appreciative Inquiry into Your Coaching Practice1. Describe a high-point experience as a coach, a time when you felt most alive and

engaged.

2. Without being modest, what is it that you most value about yourself and your coaching work?

3. What are the core factors which give life to your coaching, without which it would not exist?

4. Imagine overnight, a miracle had occurred and everything you’ve wished for regarding coaching has become a reality. What do you see? What is going on? How have things changed?

5. What three wishes do you have to enhance the health and vitality of your coaching?

Adapted from Appreciative Inquiry-The Foundational Questions (Cooperider et al)


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Your Knowledge BaseCoaching Experience:

(This can include: Years of Experience, Programmes Attended, Workshops Attended/Run, Formal Qualifications / Accreditations, Books Read, Models Practiced, Role Models.)

This can also include psychometric instruments you are able to administer e.g. MBTI, 360, Facet 5, Firo B, EQI 2.0, Insight Profiles etc.

Thinking about your broader life / work experience; what knowledge have you acquired that has proved to be useful to your coaching practice?


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Your Coaching SkillsThere are a core set of skills that all coaches are expected to possess like being able to build rapport, ask good questions etc. But what have you noticed that you are particularly able to do; perhaps you have had feedback from coachees or colleagues about this particular talent?

This can include: helping individuals solve problems creatively, managing difficult relationships, decision-making or building confidence.

Thinking about your broader life / work experience; what skills have you acquired which have proven useful to your coaching practice?


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Your Coaching BehavioursIf someone else was observing you coaching what would they:

1. See – your gestures, body language, mirroring:

2. Hear – Your voice tone, inflection, speed, your language:

3. Feel – What emotions are you modelling, what body sensations are you aware of and will be transmitting:

What feedback have you received from coachees / others that confirms these behaviours?


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Summing UpIf someone who knew nothing asked you about coaching, how would you describe it?

If someone who knew nothing about you, asked you about your approach to coaching, how would you describe it?


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Notes:


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My Coaching Profile

Main Profile - About Me:

Coach Profile - Coaching Qualification:

Coach Profile - Coaching Experience:


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Thank you for your valuable time in completing this audit, I hope that you have found the experience affirming, energising & enlightening. If there is any feedback you would like to offer to help improve the skills audit, please email me:

[email protected]


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