Week 8 (13/4 – 19/4)
Man, this is a very tough week coming. Got a lot of deliverables need to be sorted out as requested by the Client and still had to complete the assignment.
The second coaching session however had progressed well. The coachee had managed to open up. The 2 subjects previously mentioned were discussed in further detail. Had managed to gain her trust I think since she has opened up and had shared her ambitions, aspirations and secrets more easily. From the previous coaching session, two areas were discussed and I had been able to solicit from her information regarding both subject areas by framing the discussion with open ended questions and steering away from suggestive questions such as “why its this not that?”. Had not been able to come to the timelines required though. At this point of time, and with these two sets of areas explored, I do think that I will concentrate more on the career advancement rather than financial matters. I would tend to stay away from the financial matters since I am still at a loss on how to approach the subject. My greatest fear is that I could somehow accidently given a bad advice which will further complicate the matter. The session ended around 30 minutes which is sometimes excruciating on my part since I somehow ran out of questions resulting to the conversation to run in circles, without achieving my necessary objective. Will try to further improve the coaching skills in the next session.
The 3rd coaching is certainly better than the previous sessions. I think that in this session all the objectives that I had set out had been met. The conversation is more relaxed in nature due to my increase in confidence on how to “frame” the conversation. Although the session started from where we ended, the conversation started from exploring the subject matter, solicitation of answers from personal values and belief of the coachee, her take on what she believe to be happening, her thoughts on how she would overcome the barriers for her career growth and development, how to set the relevant goals and the necessary targets or datelines that she had set to achieve the various actions that she need to accomplish before achieving her goals.
The coaching exercise has given me some further insight on how an individual could be motivated in whatever their needs and desires. In coaching, the coach is not expected to give the answers to whatever the problem might be but by attentive listening, the coachee could be made more relaxed resulting to further in-depth revelations and managed to overcome the initial shyness associated with the subject compared to the previous sessions. In this session, I managed to cover all the areas listed out in my coaching plan ie from the exploration of the subject matter up to and including the timelines required in order for the coachee to frame her objectives and the necessary actions that she has to take in order to achieve her goals. In a nutshell, I think that by concentrating on career development, and by making the coachee realize herself the factors that might hold her back and coming with the necessary timelines and action plans, the means of how she can accomplish her goals would be more effective. Furthermore, concentrating on career development would also means that the coachee would further improve in her day to day work which will translate to increased performance which would eventually benefit the company.
Analysis of data was completed early this week. Results were very promising and beyond my wildest dreams. Looks like there is an opportunity to increase the efficiency by approx 20%! Had arranged for a discussion of the results with the HOUs so that we can come up with some proposals or options. Felt pretty good when I was proven right. Will prepare a presentation to the management, think that this exercise will be a feather in my cap.
Managed to finish the assignment slightly ahead of time and been proud of it. This assignment is quite taxing compared to LOC. Still yet to send the 3rd coaching report to Glen, will do that ASAP. Phew, what a relief….
Friday, April 17, 2009
Monday, April 13, 2009
VOL & VOLF
Week 7 (6/4 – 12/4)
Managed to complete and submit the final draft of the dissertation. What a relief! Keeping my fingers crossed and hopes that my supervisor will accept it. At this point of time I think that a pass would be sufficient, getting results better than B would be a bonus. Don’t think that I could extend my completion of studies anymore, think that its getting more difficult as the year progresses.
Started to think about the coaching practice now, since time is virtually running out. Had approached the coachee regarding the exercise and explained to her what my intention is. Had a short talk to her about the coaching exercise and informed her that there will be 3 sessions that I had planned. Not sure about the outcome yet, “fingers crossed” about it. Got to go through the notes and the references that I managed to compile regarding the coaching exercise so that I would not stuffed up.
Gone back through the notes since need to have a refresher on the correct way to coaching. Main items to be observed or noted are:-
Experience during request for permission for coaching;
Observations made of the coachee during coaching session;
Actions to be taken;
Commitments made.
The coaching session was undertaken for approximately 20 minutes on 10th April 2009 at my office. The purpose of the coaching exercise was explained to the coachee since she was initially uncomfortable about the coaching subject when informed previously. Although the coaching exercise is part of the requirements for the MBL course, I also made it clear that my intention to coach her was genuine. The main difficulties encountered was for the coachee to build the trusting relationship since the subject matter brought up was too personal in nature and since I am her superior. I had shown her my blog in order to show her that the prior commitment that I made ie not revealing her name in my blog was done. Didn’t manage to get far although 2 subjects were brought up by the coachee ie in terms of career direction and personal financial matters. Will try to get further inroads into the coaching aspects so that I will manage to progress further. In this aspect, I sincerely think that building the mutual trust would be essential so that this exercise would not be considered “forced upon”. Had looked through the sample questions in the notes and also done further reading in order to learn the necessary coaching skills required. I still think that why the first coaching session did not go that far was due to my lack of skills in coaching.
Just an update, PR won both Bukit Selambau & Bukit Gantang seats while BN won the Batang Ai seat. Most of the people that I met were not unduly surprised by the results, though some expected PR to win all 3 seats. Hmmm… politics, can’t live with them, can’t live without them.
Managed to complete and submit the final draft of the dissertation. What a relief! Keeping my fingers crossed and hopes that my supervisor will accept it. At this point of time I think that a pass would be sufficient, getting results better than B would be a bonus. Don’t think that I could extend my completion of studies anymore, think that its getting more difficult as the year progresses.
Started to think about the coaching practice now, since time is virtually running out. Had approached the coachee regarding the exercise and explained to her what my intention is. Had a short talk to her about the coaching exercise and informed her that there will be 3 sessions that I had planned. Not sure about the outcome yet, “fingers crossed” about it. Got to go through the notes and the references that I managed to compile regarding the coaching exercise so that I would not stuffed up.
Gone back through the notes since need to have a refresher on the correct way to coaching. Main items to be observed or noted are:-
Experience during request for permission for coaching;
Observations made of the coachee during coaching session;
Actions to be taken;
Commitments made.
The coaching session was undertaken for approximately 20 minutes on 10th April 2009 at my office. The purpose of the coaching exercise was explained to the coachee since she was initially uncomfortable about the coaching subject when informed previously. Although the coaching exercise is part of the requirements for the MBL course, I also made it clear that my intention to coach her was genuine. The main difficulties encountered was for the coachee to build the trusting relationship since the subject matter brought up was too personal in nature and since I am her superior. I had shown her my blog in order to show her that the prior commitment that I made ie not revealing her name in my blog was done. Didn’t manage to get far although 2 subjects were brought up by the coachee ie in terms of career direction and personal financial matters. Will try to get further inroads into the coaching aspects so that I will manage to progress further. In this aspect, I sincerely think that building the mutual trust would be essential so that this exercise would not be considered “forced upon”. Had looked through the sample questions in the notes and also done further reading in order to learn the necessary coaching skills required. I still think that why the first coaching session did not go that far was due to my lack of skills in coaching.
Just an update, PR won both Bukit Selambau & Bukit Gantang seats while BN won the Batang Ai seat. Most of the people that I met were not unduly surprised by the results, though some expected PR to win all 3 seats. Hmmm… politics, can’t live with them, can’t live without them.
Monday, April 6, 2009
VOL & VOLF
Week 6 (30/3 – 5/4)
Does not manage to do much on the coaching exercise this week. Main focus apart from work and dissertation is to compile references on coaching that I might come across.
From Scott Armstrong (2001) Are You A Transformational Coach. The Journal of Physical Education, Recreation & Dance, Vol. 72
Little research has explored the leader behaviors that facilitate effective coaching. Most efforts to apply leadership theory to sport have yielded minimal success. While leader behavior is often discussed, it is one of the least understood aspects of coaching. This is ironic, considering that the coach is the "definer, provider, [and] deliverer of sport experience for the athlete". The sport experience is a direct reflection of the coach's philosophy, beliefs, values, and priorities: "the quality of an athlete's experience can never exceed the quality of the leadership providing it". This point to a need to develop effective leader behavior among coaches. Effective leaders will probably coach more winners, but the bar is often set much higher than wins and losses. A successful coach demonstrates sensitivity to an athlete's needs both in and out of the competitive venue. An unsuccessful coach has a tendency to use athletes and overlook their personal needs. A successful coach skillfully uses athletics to help athletes learn lessons about life and appreciate their increased knowledge. In contrast, an unsuccessful coach shows little interest in guiding pupils further than the finish line on the track. Effective coaches demonstrate a people-centered attitude.
From Sean Mize (2008), Coaching Techniques : 5 Steps To Increase Your Coaching Techniques. Retrieved March 2008 from http://ezinearticles.com/?Coaching-Techniques
Focus on what can be done to move forward and keep checking that the progress is made and create own cheerleading attitude to progress.
Build a list of potential coaches / clients. Stay in contact and become a trusted advisor
Insist on encouragement.
Appreciate and approve of efforts as going through the learning curve of success.
Encourage niches in personal challenges.
John Burgoyne, Wendy Hirsh and Sadie Williams (2004). The Development of Management and Leadership Capability and its Contribution to Performance:
The evidence, the prospects and the research need. Research Report No. 560, Department For Education and Skills, University of Lancashire.
Coaching was used by 60% of the respondents to the survey. In large organizations (over 2,500 employees) as many as 80% were using coaching for senior managers. The very fact of the popularity of mentoring and coaching is evidence of demand and suggests that managers do find them useful. Another study of a group of managers undertaking a coaching programme also found that participants reported a number of important gains in competence. Other research also suggests that managers feel very positive about mentoring and coaching activities
Corporate Executive Board (2003). Maximizing Returns on Professional Executive
Coaching. Corporate Executive Council, Washington, May 2003. Retrieved from www.corporateleadershipcouncil.com
Key Findings:-
1. A Growing Trend
Organizations around the world indicate a growing excitement about the potential positive impact of coaching as a leadership development intervention.
2. A Costly Preference
Executives have a strong preference for executive coaching but also that such coaching is very expensive compared to other leadership development activities.
3. Inconsistent Implementation
Despite executives’ preferences and the high cost involved, organizations are rarely managing coaching investments in a coordinated or consistent manner.
4. Inconsistent Returns
Member organizations report significantly variable returns on coaching engagements, and Council research indicates that poorly implemented coaching is unreliable as a driver of improvements in employee or business performance. The Council has identified five challenges that inhibit the effective management and utilization of executive coaches within organizations. These challenges impede both the development of positive coaching engagements and the linkage of these engagements to business results. The strategic practices identified in this study address the following five problems.
a. Difficulty Finding “Best Fit” Professional Coaches
An abundance of coaching providers coupled with an absence of coordinated coach recruitment approaches prevents organizations from identifying suitable coaches.
b. Unfocused Coaching Engagements
Organizations often do not appropriately prioritize coaching engagements, offering coaching based on the merits of an individual request rather than business needs and requirements.
c. Poor Matching of Coaching Resources to Executive Requirements
High-impact coaching depends on a positive relationship between executive and coach, yet few organizations are able to ensure accurate matching of coaches’ experience and personalities with executives’ needs and requirements.
d. Disconnect from the Organization
The “behind closed doors” nature of coaching engagements often means that coaching goals do not correspond with business or organizational requirements and coaching fails to generate an ongoing impact for the business.
e. Inconsistent Delivery and Quality of Coaching
A wide diversity of coaching approaches and styles prevents organizations from effectively implementing and managing a performance standard for coaches across the organization.
From the above, there are obvious advantages of adopting coaching in an organization. However, care need to be undertaken so that for the improvement of performance to the organization, the organizational needs and requirements. In order for the organization to be successful in its implementation of the coaching strategies, the coaching activities should be done in a coordinated and consistent manner. The challenges that might impede the success of coaching are among others; finding the best fit coaches, unfocused coaching activities, poor matching of coaching resources, dis-association from organizational goals and objectives and quality of coaching.
The week is abuzz with the upcoming by-election in Bukit Selambau in Kedah, Bukit Gantang in Perak & Batang Ai in Sarawak. Interesting to read what the mainstream government had to say and comparing it to the political bloggers. Only time will tell I guess.
Does not manage to do much on the coaching exercise this week. Main focus apart from work and dissertation is to compile references on coaching that I might come across.
From Scott Armstrong (2001) Are You A Transformational Coach. The Journal of Physical Education, Recreation & Dance, Vol. 72
Little research has explored the leader behaviors that facilitate effective coaching. Most efforts to apply leadership theory to sport have yielded minimal success. While leader behavior is often discussed, it is one of the least understood aspects of coaching. This is ironic, considering that the coach is the "definer, provider, [and] deliverer of sport experience for the athlete". The sport experience is a direct reflection of the coach's philosophy, beliefs, values, and priorities: "the quality of an athlete's experience can never exceed the quality of the leadership providing it". This point to a need to develop effective leader behavior among coaches. Effective leaders will probably coach more winners, but the bar is often set much higher than wins and losses. A successful coach demonstrates sensitivity to an athlete's needs both in and out of the competitive venue. An unsuccessful coach has a tendency to use athletes and overlook their personal needs. A successful coach skillfully uses athletics to help athletes learn lessons about life and appreciate their increased knowledge. In contrast, an unsuccessful coach shows little interest in guiding pupils further than the finish line on the track. Effective coaches demonstrate a people-centered attitude.
From Sean Mize (2008), Coaching Techniques : 5 Steps To Increase Your Coaching Techniques. Retrieved March 2008 from http://ezinearticles.com/?Coaching-Techniques
Focus on what can be done to move forward and keep checking that the progress is made and create own cheerleading attitude to progress.
Build a list of potential coaches / clients. Stay in contact and become a trusted advisor
Insist on encouragement.
Appreciate and approve of efforts as going through the learning curve of success.
Encourage niches in personal challenges.
John Burgoyne, Wendy Hirsh and Sadie Williams (2004). The Development of Management and Leadership Capability and its Contribution to Performance:
The evidence, the prospects and the research need. Research Report No. 560, Department For Education and Skills, University of Lancashire.
Coaching was used by 60% of the respondents to the survey. In large organizations (over 2,500 employees) as many as 80% were using coaching for senior managers. The very fact of the popularity of mentoring and coaching is evidence of demand and suggests that managers do find them useful. Another study of a group of managers undertaking a coaching programme also found that participants reported a number of important gains in competence. Other research also suggests that managers feel very positive about mentoring and coaching activities
Corporate Executive Board (2003). Maximizing Returns on Professional Executive
Coaching. Corporate Executive Council, Washington, May 2003. Retrieved from www.corporateleadershipcouncil.com
Key Findings:-
1. A Growing Trend
Organizations around the world indicate a growing excitement about the potential positive impact of coaching as a leadership development intervention.
2. A Costly Preference
Executives have a strong preference for executive coaching but also that such coaching is very expensive compared to other leadership development activities.
3. Inconsistent Implementation
Despite executives’ preferences and the high cost involved, organizations are rarely managing coaching investments in a coordinated or consistent manner.
4. Inconsistent Returns
Member organizations report significantly variable returns on coaching engagements, and Council research indicates that poorly implemented coaching is unreliable as a driver of improvements in employee or business performance. The Council has identified five challenges that inhibit the effective management and utilization of executive coaches within organizations. These challenges impede both the development of positive coaching engagements and the linkage of these engagements to business results. The strategic practices identified in this study address the following five problems.
a. Difficulty Finding “Best Fit” Professional Coaches
An abundance of coaching providers coupled with an absence of coordinated coach recruitment approaches prevents organizations from identifying suitable coaches.
b. Unfocused Coaching Engagements
Organizations often do not appropriately prioritize coaching engagements, offering coaching based on the merits of an individual request rather than business needs and requirements.
c. Poor Matching of Coaching Resources to Executive Requirements
High-impact coaching depends on a positive relationship between executive and coach, yet few organizations are able to ensure accurate matching of coaches’ experience and personalities with executives’ needs and requirements.
d. Disconnect from the Organization
The “behind closed doors” nature of coaching engagements often means that coaching goals do not correspond with business or organizational requirements and coaching fails to generate an ongoing impact for the business.
e. Inconsistent Delivery and Quality of Coaching
A wide diversity of coaching approaches and styles prevents organizations from effectively implementing and managing a performance standard for coaches across the organization.
From the above, there are obvious advantages of adopting coaching in an organization. However, care need to be undertaken so that for the improvement of performance to the organization, the organizational needs and requirements. In order for the organization to be successful in its implementation of the coaching strategies, the coaching activities should be done in a coordinated and consistent manner. The challenges that might impede the success of coaching are among others; finding the best fit coaches, unfocused coaching activities, poor matching of coaching resources, dis-association from organizational goals and objectives and quality of coaching.
The week is abuzz with the upcoming by-election in Bukit Selambau in Kedah, Bukit Gantang in Perak & Batang Ai in Sarawak. Interesting to read what the mainstream government had to say and comparing it to the political bloggers. Only time will tell I guess.
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