Name: Coaching for Performance
Rating: 4.166666666666667 (6 reviews)
ISBN: 9781857883039

John Whitmore

This edition now out of print. 4th Edition available.

GROWing People, Performance and Purpose

Coaching for Performance

matej yangwao

** spoiler alert **
           Looking for basic coaching strategies? You won't regret but if you already know bits about Coaching, not much new is inside


>If we desire to help others build their self-belief, we need to learn not to control them. Instead, we need to give them the privilege of surpassing us

≥For you to help your coachees, you have to believe that people have more abilities than they express.

≥The sequence to asking questions is the GROW formula:
• G — Goal: what you want to achieve in the short or long term or in the current training session
• R — Reality: checking to explore the current situation
• O — Options: alternative strategies or courses of action
• W — Will: what is to be done, when, and by whom

≥Managers tend to think that coaching can make them lose their authority in the company. They don’t know that a manager who leads by coaching attracts self-respect and respect from others.

≥Coaching demands that we let go of old approaches we are used to so we can embrace new behaviors.

≥Conversely, if the manager just tells the performer their own opinion about the work, it can make the performer defensive.

≥If you have to praise others, ensure you are generous, genuine, and judicious about it.

≥It proposes four learning stages:
• Unconscious incompetence: this occurs when learners are unaware that they have a skill or gaps in knowledge.
• Conscious incompetence: the learner is aware of skill or gaps in knowledge and realizes how critical it is to fill it. It’s at this point that you can start learning.
• Conscious competence: the learner understands how to apply the skill or accomplish the task, but it takes practice, deliberate thought, and hard work to do so.
• Unconscious competence: the person has enough practice with the talent to accomplish it without thinking about it.

≥Instead of brooding about a past or future event, true enjoyment comes from experiencing something as it occurs. Deprivation or devotion, mindfulness or drugs, workout or pleasure are all ways to raise consciousness. Likewise, coaching has a sensory influence, particularly when it comes to physical activity. As a result, coaching, by its very nature, encourages enjoyment.

≥Asking specific questions about what we feel improves our awareness and happiness.

≥Leaders for the future must be:
• Value-driven: a leader should not be selfish. Have specific values that you can put into use as needed.
• Visionary: a leader needs to have an all-inclusive vision. Be willing to place impact above cost, so let your vision entail the impact of your decisions on future generations.
• Authentic: this is the ability to always be yourself, especially in front of others. Good leaders should free themselves from fear: fear of failure, being different, looking stupid, fear of what others might think, fear of being rejected, etc.
• Agile: a good leader should be flexible to change, innovate, and give up old ways of doing things.
• Aligned: alignment in business means the agreement between board members or a work team to achieve a goal or an agreed way of working. However, as a future leader, you must maintain inner alignment to be productive at the workplace.
• Purpose: good leaders are purposeful and are deliberate about their individual goals because of the impact it would have on the whole universal purpose.

≥Responsible leadership demands that leaders make global, social, and environmental issues a priority ahead of the short-term financial success of their organization.

≥Emotional intelligence can be divided into five domains: self-awareness, managing your emotions, self-motivation, identifying emotions in others, and handling relationships.

≥A majority of what you need to do to succeed as a coach requires listening to the needs of others and asking open-ended questions.

≥Coaching skills must include psychological and spiritual understanding, working knowledge of current global affairs, personal development experience, and transpersonal coach training.

≥Once we can let go of limiting beliefs and prejudices, we can better ourselves and the world.

Sergei Khudovekov

Sabine Delorme

Clear, concise, hands-on, and reader friendly, this is a coaching guide written in a coaching style.

Coaching for Performance GROWing People, Performance and Purpose

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