Coaching is about performing at your best through the individual and private assistance of someone who will challenge, stimulate and guide you to keep growing

1. Noble
Manhattan
Coaching
Ltd

2. AIMS
and
OBJECTIVES
AIMS:
To develop an awareness and understanding of the key
skills that coaches require in providing the best possible
support for their clients.
OBJECTIVES:
• To understand the role of the coach-client
relationship
• To develop the skills of effective coaching
• To transfer best practice from the workshop and apply it to the
coach-client
relationship

3. FOUNDATIONS
90
%
on
TELEPHONE
NON
JUDGEMENTAL
NON
DIRECTIONAL
NO
ANSWER

4. A
DeFinition
of
COACHING
“Coaching is about performing at your best
through the individual and private assistance
of someone who will challenge, stimulate and
guide you to keep growing.”
by
Gerard
O’Donovan

5. COACHING
IN
ACTION
THE G
R
O
W
MODEL
Prepared
by
Gerard
O’Donovan

6. PURPOSE
To
introduce
participants
as
coaches
to
the
powerful
coaching
method
of
the
GROW
sequence
of
questioning,
and
enable
them
to
see
their
way
forward
on
personal
and
work-­‐related
issues

7. The GROW Sequence
Final
step
FOUR
PILLARS
encompasses
Goal
goal
More
opCons
Reality
Short
lines
represent
various
opCons
when
choosing
a
way
forward
towards
the
©
Gerard O’Donovan
goal
Coaching In Action

8. COACHING
CIRCLE

9. INTRODUCTION
For a coach to bring out the best in a
performer, they must allow and
enable them to review past
performance. The purpose behind
this is to determine the best place to
begin changing their actions with a
view to improving future
performance.

10. PURPOSE
To
give
participants
a
simple
and
effective
coaching
tool
to
improve
their
own
performance
on
a
job-­‐related
task.
To
enable
them
to
learn
self-­‐coaching
so
that
they
can
change
their
actions
and
improve
future
performance
without
supervisory
help.

11. APPLICATION
You
can
use
this
self-­‐coaching
activity
as
a
trainer,
line
manager
(who
really
wants
to
delegate)
or
external
coach
with
staff
or
participants
who
must
learn
to
trust
their
own
experience
as
a
basis
for
future,
improved
performance.
The
simple
structure
implicit
in
the
process
can
be
trusted
by
performers
and
supervisors.

12. Noble
Manhattan
Coaching
Ltd