Solution-Focused Coaching and Mentoring Strategies to Maximize Performance
Consider this situation: You are in your office looking over your performance report and it happened again. Your low performing members of your team failed to meet the quota this month despite you spoking with them about the importance of achieving the goals that you have set. Your team has a great attitude and you know they can do better. You just do not know how to motivate them to reach the goal. Money used to work, but that has worn off. You are baffled and you know being frustrated makes matters worse. What do you do? If you have faced this kind of dilemma, then this workshop will demonstrate ways to overcome it.
By the end of the workshop you will be able to:
- Understand the importance of looking for resources rather than deficits
- Examine coachee’s greater readiness to take on more responsibility
- Focus on working towards a preferred future solution rather than working away from a problem
- Select the right framework for your coaching conversations
- Ask precise questions and encourage deeper insights from coachees to shift perceptions
- Make the most from timely support coaching interventions
Who Should Attend?
This workshop is targeted for anyone involved in the coaching and mentoring process.
- Presentation and discussion
- Case studies
- Role plays
- Individual exercises
- Group activities
“A pragmatic approach to coaching. Most managers don’t always have the time for formal coaching sessions. The techniques taught was straight forward which meant that I will be able to put things into practice straight away.” Janet Seah, State Courts
“I have now distinguished between coaching and mentoring and have definitely benefited from gaining new skills which I know will commercially benefit my business.” Anne Teo, MOM
“The modules covered have allowed me to understand the difference behind coaching and the perceived wisdom around ‘coaching’. My biggest learning has been that coaching techniques can be used effectively at pace and need not take too much time.” Simon De Silva, DBS bank
Meet the Industry Expert: Ms Sandra Daniel
Sandra Daniel has a distinguished career as a Training Facilitator which spans over 2 decades. She specializes in communication strategies and emotional intelligence to drive behavioural change in organisations. She has coached and trained clients from diverse organisations and industries namely, government services, banking, manufacturing, education, insurance, hospitality, sales as well as manufacturing and insurance.
Sandra an ACTA Certified Trainer who holds a Master of Science in Training and Human Resource Management from University of Leicester. At a professional level, she is a Licensed NLP Coach and Master Practitioner (American Board of NLP), Certified Advanced Behavioural Analyst, DISC Accredited Administrator, Certified Enneagram Coach, Certified in ETaC and ESaC, Lean Six Sigma Master Black Belt, Certified Facilitator in Design Leadership and Design Thinking, a Certified SCRUM Master and LEGO® SERIOUS PLAY® Certified Facilitator
She regularly contributes articles on management, communication, and learning skills to Straits Times Recruit. To date, Sandra has authored and co-authored several books namely, How to Think Critically with Sun Tzu Art of War Stratagems, Impactful Academic Writing, Extremely Busy People’s Guide to Read Faster and Memorize Better and Think Clearer.
MODULE ONE: Coaching vs Mentoring Models
- How mentoring differs from coaching
- Identify the characteristics of a coach and mentor
- Blending the two models
- Focusing on the relationship
MODULE TWO: Setting Goals for Better Alignment
- Identifying appropriate SMART goal areas
- Asking present tense questions at different Logical Levels
- Backward Goal Setting for greater clarity on expectations
MODULE THREE: Identifying Realities
- What is happening now?
- How often is this happening?
- When does this happen?
- What is the effect?
- Recognizing obstacles
- Rooting out the cause
- Deletions, Distortions and Generalizations
- Challenge the validity of stories and assumptions about change
- Trying antidotes
- Exploring the past to determine the future steps
MODULE FOUR: Developing Options
- Identifying paths
- Benefits: buy-ins for coachee and growth
- Innovation from higher participation
- Choosing your final approach
- Structuring a plan: learn, apply, measure, and assess (LAMA)
- Building trust
MODULE FIVE: Providing Constructive Feedback
- Focusing on one issue at a time
- Focusing on being timely
- Focusing on observable actions and behaviours
- Focusing on applying an appropriate feedback model
- Focusing on a plan to change
- Focusing on transitioning the coachee