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Coaching- Finding What Works

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Focusing on problems makes you an expert in what’s wrong. To become an expert in what’s right, you must be able to guide others toward progress. Join us and Mike Cardus, an organizational development expert and facilitator for our Executive Exchange program, for this interactive workshop. Find out how the solution-focused SOLVED coaching method will help you draw on the individual talents and abilities of your team members and find ways to develop a team sustainably and systematically.

You’ll learn:
1. A research-based process to coach yourself and make progress through complex challenges
2. Strategies and tools for improving the performance of any team
3. An innovative, proven approach to managing complexity and change in teams
4. A coaching model that can be applied to organizations, teams, and individuals
5. How these methods have been applied in leading organizations across the world, including banks, military, manufacturing, retail, law enforcement, non-profit, and small businesses

Veröffentlicht in: Business
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Coaching- Finding What Works

  1. 1. How do you solve my problem with a question? MikeCardus.com 1
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  3. 3. S – When you are doing what you want to have happen, where are you spending your time and energy? O – How will other notice this difference? L – On a scale of 1 to 10, with 10 being you are doing these things and 1 being the opposite, where are you? V – What are you currently noticing that keeps you at a _? E – Where are you currently achieving these things? How does your effort effect other people? D – What will you do next, and when can we meet to discuss what you noticed? MikeCardus.com 3
  4. 4. WHAT? MikeCardus.com 4
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  7. 7. SO WHAT? MikeCardus.com 7
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  9. 9. Project Aristotle shows that the best teams at Google exhibit a range of soft skills: 1.equality, 2.generosity, 3.curiosity toward the ideas of your teammates, 4.empathy, and emotional intelligence. 5.And topping the list: emotional safety. No bullying. To succeed, each and every team member must feel confident speaking up and making mistakes. They must know they are being heard. - Washington Post – “The surprising thing Google learned about its employees — and what it means for today’s students” MikeCardus.com 9
  10. 10. Graphic: LinkedIn Talent Solutions MikeCardus.com 10
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  12. 12. NOW WHAT? MikeCardus.com 12
  13. 13. “People often find it difficult to stop trying to solve a problem because ‘deep down’ they (we) stick to thinking that an explanation is both realizable and indispensable if a problem is to really be solved. Solutions to problems are frequently missed because they often look like mere preliminaries; we end up searching for explanations believing that without an explanation a solution is irrational, not recognizing that the solution itself is its own best explanation.” – Steve de Shazer MikeCardus.com 13
  14. 14. Constructing Solutions Create & notice solutions in reference to the problems. Building on Success When something works, do more of it. Illuminating Resources Ask about and uncover competencies and skills. Finding new Perspectives Change the focus of your awareness. MikeCardus.com 14
  15. 15. No probing questions about the past … … however, questions about shaping the future How did the problem arise? What do you need to solve this issue successfully? Who caused the problem? When your problems are solved satisfactorily, what exactly will be different? What is the worst aspect of this issue? How could you behave differently in the future? Why? What behavior would indicate to other people that you have reached your goal? MikeCardus.com 15
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  17. 17. 1. A: Shares challenge or problem with the team 2. B: Asks, “How can we be most helpful to you?” 3. A: Responds 4. B: going left to right one person asks a S question, next an O, next an L, next a V, next an E. 5. A: Responds in turn to each question 6. B: going right to left each person shares what impressed them, or admire about A 7. A: Listens and says “thank you” 8. A: Turns their back to the team 9 B: Talks for 3 minutes about what they would do or what they feel A should do. 10. A: Listens and takes notes 11. A: after 3 minutes is invited back. Shares what was useful or stood out with the group. 12. B: Asks A a D question or how they will notice progress? 13. A: Answers A = person being coached – Coachee B = coaching team – Coach(es) MikeCardus.com 17
  18. 18. How do you solve my problem with a question? MikeCardus.com 18
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