Coach your people for growth

Question:

Are all members of your team operating to the best of your innate abilities?

Answer:

At The Alpha Group we make certain that you develop your companies effectiveness at coaching your people.

So, how does this happen?

Easy, its a six step-process using the power of the peer-to-peer advisory board.

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Firstly you identify what is your strategic problem.

In some companies there is a culture where the Managers mainly tell your people what to do. This can create a dis-empowered mentality in staff, with attitudes such as:

• It’s not my problem

• It’s not my responsibility

• It’s not my place

The serious consequences for these companies are low productivity, poor morale and slow growth.

The powerful alternative to the above is to coach your staff and to empower you to act. In many instances, the result of this is impressive growth.

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Secondly the peer-to-peer advisory board help you learn the purpose and objectives of coaching.

1 Purpose

Coaching is unlocking a person’s potential to maximise your own performance and growth.

2 The Objectives of Coaching

→ Raise awareness

→ Generate responsibility

→ Develop self-motivation & empowerment

3 The Alpha Group FastGrowth™ Approach to Coaching

Ask effective questions

Ask questions of understanding to clarify your coachee’s situation. Please ask open questions i.e. questions starting with what, when and which. Avoid closed questions such as “do you” and leading questions such as “why don’t you”. Encourage your coachee to write his/her answers down on an A4 sheet.

Begin broad and then focus in on detail.

Follow the interest of your “coachee”

Actively listen

Avoid being an expert and relate your style to the situation i.e.

• Have a constructive attitude

• Be non-critical

• Observe the body language of your coachee and yourself as coach

• Stay calm

• Note the tone of voice of your coachee and yourself

• Reflect back to check understanding

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Thirdly the peer-to-peer advisory board help you experience the power of coaching for themselves.

The FastGrowth™ T. O. G. R. O. W sequence of coaching questions generates awareness and responsibility, namely:

Topic : What is the key topic that you want to focus on today?

Outcome : What is your desired outcome from this 1:1 coaching meeting?

Goal : In relation to your key item, what is your S. M. A. R. T. goal?

Reality : In relation to your goal, what is your current reality?

Options : What are your options for achieve your goal?

Will : What actions will you take?

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Remember a S. M. A. R. T. Goal is:

Specific : The goal is clearly and positively defined

Measurable : How to measure the achievement of the goal is understood

Achievable : The goal is stretching, yet believable

Realistic : The goal is realistic, yet challenging

Time bound : Time-scales are specified for when the goal will be achieved

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MY T. O. G. R. O. W. PROCESS FOR MY COACHING MEETINGS

The name of the person you’re coaching (your coachee): ..........................................................

Your Name (as your coach): ............................................................. Date: ...................................

1 The key topic that your coachee wants to focus on at this 1:1 coaching meeting is:

2 His/her desired outcome from this coaching meeting is:

3 In relation to your key item, his/her SMART GOAL is to: (10-15 words, starting with a deadline and then an action, achievement-orientated verb) Within ......

4 His/her current reality in relation to your goal is:

a. On a scale 1 to 10 (where 1 is barely adequate & 10 is outstanding): .............

b. A brief description of your current reality is:

5 His/her key options to achieve your goal are:

6 To achieve his/her goal, the key actions they intend to take (i.e. what they will do):

your key action(s) By when? (Latest)

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Fourthly the peer-to-peer advisory board help you develop effective coaching in themselves and others.

To improve your effectiveness as a FastGrowth™ coach, after your coaching meetings, they write down your answers to these three key questions:

1. Specifically, what went well at the coaching meeting?

• How effective were my questions?

• How well did I listen to my coachee?

• What were my other successes?

2. What other things did I learn at the coaching meeting?

• About the coaching process?

• About myself as a coach?

• About the person I was coaching?

3. Specifically, what will I do differently at my next coaching meeting?

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After your coaching meetings, ask your coachee the following questions and write down your answers.

1 Specifically, what went well at the coaching meeting?

• The clarity of the key item you raised with me, your coach

• How S.M.A.R.T. was your goal?

• How comprehensive were your options?

• How clear and time bound were your actions?

• Specifically, how will your performance improve as a result of this coaching meeting?

2 What did you learn from the coaching meeting?

• About yourself?

• About your performance in your role?

• What other things did you learn?

3 Specifically, what will you do differently at your next coaching meeting with me?

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Lastly the peer-to-peer advisory board help you take massive action to develop your effectiveness at coaching your people and to embed effective coaching in your company.

The profound impact on you and your company of coaching your people for growth is that within 12 months you make significant progress towards achieving substantial growth in your company.