6.4 THE SKILLS YOU NEED TO BE A GREAT BOSS: Achieving Full Potential

(EXTRACTION FROM TEAM MANAGEMENT: Coaching Your Team at http://www.mindtools.com)

 

High-Performance Coaching

High-performance coaching is about helping all people reach their full potential.  This means working with people to improve their performance at work.  High-performance coaching may also involve working with other people within your organization – collaborating with other managers and leaders to make the workplace a high-performance organization.

The approaches and techniques used in high-performance coaching borrow heavily from the worlds of sport and the military.  It usually starts with finding out people's "starting points" (their visions or life ambitions), then moves on to explore the directions in which people need to move to achieve those visions, and the steps they need to take now to do so.

High-performance coaching helps people explore their motivation, and overcome the blockers that hold them back.  It's particularly useful for the following:

Using High-Performance Coaching

Long-range career or life planning

Navigating career change points

Making fundamental changes to performance or behavior

Handling major life setbacks

The Flow Model introduced by positive psychologist, Mihaly Csikszentmihalyi, in 1990

This model shows the emotional state that we're likely to experience when trying to complete a task, depending on the perceived difficulty of the challenge, and our perceptions of our skill levels

Emotional Interference Gallwey's simple formula: Performance = Potential - Interference "interference" generally means emotional interference: ·        Fear o   most obvious and most inhibiting emotion o   many fears are unfounded o   the minds play negative tricks on us to keep us safe ·        Guilt o   drive inappropriate work-life balance ·        Worry o   Some people seem to worry about everything o   Worry can lead to physical problems such as poor sleep, bad eating habits, and ultimately, exhaustion

In coaching, building this rapport is even more important.  Mutual trust is critical in a coaching relationship, and building rapport can help people gain that trust.  the main characteristics of our behavior that help to build trust as credibility, reliability, intimacy, and care.