Halberg Inclusion Session

This programme is targeted for young learners with physical difficulties.

Whakatauki- Our mission
To enhance the lives with physically disabled youth by enabling them to participate in sports and recreation.

The learners need an opportunity to discover what they can do in their life

Goals
Learn of organisation in disability space
How you can champion inclusion
Play disability sports

What next?
I will be using with our new entrants to develop their listening and gross motor skills.

Introduction to Leadership Coaching

Welcome to Introduction to leadership coaching

GROWTH frame work
Goals
Reality
Options
Will
Tactics
Habits

COACHING
Coaching is relational
Ask the right question to make the person learn
Ask what else? not anything else
Small scaling helps us to take it to the next level

Difference between coaching and mentoring
Mentor- using our own experience, More directive
Coaching- Less directive

Coaching focus
Ask, how, tell why

What makes a great coach?

Respecting

listening

asking great questions to solve problem

patience

empathy

Coaching is

A conversation

Asking the right questions

About learning

Providing effective feedback

The three elements of coaching

Coaching skills

Frame work

Coaching way of being

Good coach will

develop trust

listen

clarify

Empathise

being succinate

asking the best question

feedback

noticing

solution focussed

non judgemental

ISMART Goal

Inspiring

specific

measurable

achievable

relevant

time bound

SLOTH goals

somewhat vague

lacks commitment

open ended

timid

hard to achieve

8 Key skills of coaching

Where am I now in leadership?

Unconscious Incompetence- Ignorance Bliss

Conscious Incompetence- Awkwardness, confusion and frustration, fear and anger ⟸

Unconscious competence- Intuitive, automatic and bliss

Conscious Competence-Accomplishment, Achievement and excitement

Coaching 'way of being'

IN THE MOMENT FEEDBACK

Red flags

Strong emotions

Patterns

Demonstrating a goal area they are working on

 Thanks for the feedback -Leaky face- Douglas stone and Sheena Heen 

Red flag

Contradicting between two things

Inconstancy

Behaviour

Strong emotions

When people break up- Show empathy

Highlighting when coachee achieve something

Patterns

Recognising patterns- seeing patterns in people's behaviour

The coaching habit-Michael Bungay Stanier

Does the coachee agree with the importance of the issues?

Does the coachee 'own' the feedback?

Concern-based feedback script practice

Final Coaching practice

What Next?
I will be using these strategies in my mentoring and with my team members to support their learning.