Are your leaders coaches?

10 TO 13 OCTOBER  – 4 FOUNDATIONAL DAYS TO DEVELOP YOUR LEADERS

International Coach Federation (ICF) research completed in conjunction with the Human Capital Institute (HCI) found that organisations with a strong coaching culture demonstrated a higher rating for engagement.  These studies have been conducted for the past 4 years with the latest just released in 2016.  The research shows that the use of coaching continues to increase year by year, and as well as higher employee engagement, there is also consistently evidence of stronger financial performance.

Composite parts of creating a strong coaching culture are:

  • 1.       Employees value coaching
  • 2.       Senior Executives value coaching
  • 3.       Managers/leaders spend 19{6eb5b285719c38b98d296534bb2d1af2b6691e599bbd1b576d3e171c55ea7707} on average coaching and internal coach practitioners spend 16{6eb5b285719c38b98d296534bb2d1af2b6691e599bbd1b576d3e171c55ea7707}
  • 4.       Managers/leaders receive accredited coach training
  • 5.       Coaching is a fixture in the organisation with a dedicated line item in the budget
  • 6.       All employees in the organisation have an equal opportunity to receive coaching from a professional coach practitioner (internal or external)

If you need to upskill your leaders the FIRE UP Coaching Module 1 is a great Leader as Coach Program.

Leaders will learn our unique model REACH.

The REACH© Coaching Conversation Model

Rapport Building rapport is essential to get coachees engaged and in the space of trusting and opening up, prior to gaining agreement on what a successful coaching conversation topic or outcome would be.
Explore Most of the conversation is questioning and exploring the topic at deeper and deeper levels. Various tools and techniques can be applied to access the sub conscious. The key to quality answers is asking quality questions that are solution oriented and focused on possibilities not problems.
Action An effective coaching conversation leads to action steps that are stated as SMART goals which can be measured and monitored.
Clarify Clarifying the value in achieving the outcome cements the importance of realising each goal and builds the desire to make it happen.
Honour Reflecting on the value of the coaching conversation and authentically validating and honouring the coachee means they leave the session feeling good about who they are and believing they can achieve their goals.

REACH in Practice

Any model is only useful if it works in practice. A Learning and Organisation Development Manager at a Public Sector agency attests to the benefits of REACH at an organisational level.

“We have recently decided to adopt the REACH coaching model in our organisation. One of the key reasons is that I think the Rapport and Honour steps add more of the ‘human side’ to the coaching conversation.  In my last role we had a development centre where leaders would practice coaching skills using a different coaching model. Our feedback would often be that leaders needed to spend more time building rapport into their coaching, and encouraging their team members to take on challenges. I often wondered why those steps weren’t themselves part of other models.”

Read more about Module 1 in our Diploma of Leadership Coaching and Mentoring here, or download the brochure here.

For more information on how FIRE UP Coaching can help upskill your leaders in coaching, contact us on 1300 347 387.

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