Tel: 01727 537477

Tel: 01202 798128

Email: dee@simplyamazingtraining.co.uk

Keep Coaching Simple


Coaching is simple, it’s helping people find the answers for themselves, rather than telling them what to do. Coaching is proven to improve employee morale, self-confidence, job satisfaction and organisational commitment, leading to improved productivity and bottom line results (22% profit improvement in a study by Manchester Inc. of Fortune 1000 companies).

However, when asked if their organisation actually does coaching, most leaders answer with phrases like: “sometimes”, “not everyone does it”, and “probably not well”.

So with such compelling evidence and the perceived simplicity, why aren’t more organisations embracing the coaching culture?

Well, it usually comes down to 3 things: don’t really know how to do it; don’t have time to do it; the leader’s aren’t doing it nor encouraging it.

Recently during our collaboration with an organisation who is focusing on building a strong growth strategy and encouraging an empowering culture, we worked with the senior management team to help them personally use coaching more and support their leaders to drive it into their business. They too had the same challenges of lack of time and never having been “taught” how to coach.

We introduced them to the 5-O Coaching Framework, developed by Melanie Blyth after 20 years of using and testing a variety of coaching methods and models in commercial environments. This simple framework walks you through the 5 key steps of coaching. Each step can be progressed through separately, at different and ongoing sessions, to uncover and work on big or deep topics. But the framework is also designed to be used in one go, in short conversations, providing a simple structure to get the most out of many manager/employee interactions.

The 5 steps of the 5-O Coaching Framework are:

  1. OPENING – Building rapport and uncovering the topic to focus on. Setting up a coaching mindset and environment, being clear on your coaching rules of engagement, and asking those first few opening questions to find out what is on their mind today, or agree on the topic to discuss.
  2. OPPORTUNITY – Understanding the actual challenge through self-assessment. Asking open style questions and really listening to the answers, with focus on the individual’s key challenge.
  3. OUTCOME DESIRED – Clarity on where you’re heading and what good looks like. A critical step, often missed in most conversations, enabling the individual to look into the future and create greater desire to reach it.
  4. OPTIONS – Discussing the possibilities and options. Opening up wide to consider different possibilities or solutions, through asking good questions to stimulate thinking, being a little provocative when needed.
  5. OWNERSHIP – Gaining commitment on the way forward, and taking a learning moment. Choosing the next steps and ensuring a high level of intention to make it happen. Agreeing to follow up and reflecting on what has been learnt.

Using a coaching framework such as this one creates a simple structure, provides confidence and supports the coach to make the best use of their limited time. Rather than looking to make time to coach, move into a more coaching mindset whenever you can, ideally in your already scheduled 1 to 1 meeting. Tackle small topics first, with those you trust. Build gradually and capture the questions you find most effective to use. Enjoy the experience and the positive results that encouraging empowerment of others will bring.

For your copy of the 5-O Coaching Framework please download it below, and for assistance in creating a stronger coaching mindset in your organisation feel free to contact Melanie Blyth or Dee Clayton at dee@simplyamazingtraining.co.uk.

5-O Coaching Framework – simple

What stresses you out at work (and what you can do about it)


As a leader, you might believe you should be calm and in control at all times. But the truth is, as well as being enjoyable, work can sometimes be stressful. Working with a team made up of very different personality types brings variety, but with that sometimes stress. Once you understand what it is that could make your blood pressure rise, you can learn what to do about it. Taking control and making positive steps is always a great start.

That’s where the Insights Discovery profiling four colour energy model is invaluable. By discovering whether we are Sunshine Yellow, Earth Green, Cool Blue or Fiery Red helps us to understand why we behave the way we do and our strengths and weaknesses. This allows us to communicate more effectively, strengthen team relationships and mitigate the risk of stress.

The colour of your stress relief

Here are the four colour energies, along with their individual stress triggers and actions that can be taken to minimise stress.

Sunshine Yellow
As a Sunshine Yellow, you are enthusiastic, impulsive and active. You get stressed out when your ideas aren’t listened to; when there’s a lack of flexibility in your workload; and when the working culture is too serious with no room for fun. So as a leader, what can you do about it?

  • Gather the ideas of your team and send them up the chain – there’s power in numbers
  • Hold Happy Hour once a week, where you and your team have the flexibility to work on something you really enjoy that might not be a main task.
  • Introduce Fun Fridays – dress down, tunes on and pizza delivered for team lunchEarth Green

 

 

Earth Green
Earth Greens are accommodating, reflective and reliable. The things that stress you out are enforced tight deadlines; sudden changes to priorities; and too many interruptions. As a leader, what action can you take?

  • Enlist the whole team’s help to complete it on time – you can get there together
  • Ask for reasons, so you can understand WHY changes to priorities are happening
  • Try to give the fullest details before beginning a project, which will minimise interruptions.

 

 

 

Cool Blue

 

Cool Blue
If you are Cool Blue, you are logical, concise and structured. You get stressed out by a lack of obvious structure in a team member’s work; poor quality work; and irrelevant chatter. Here are a few ideas for mitigating those risks:

  • Be fair to your team by being transparent about the structure you’re looking for in their work
  • Let go a little and trust their instincts if their output is generally good
  • Set aside ten minutes an hour for a chat with your team to minimise irrelevant chatter.

 

 

 

 

Fiery Red

Fiery Red

As a Fiery Red, you are assertive, determined and realistic. The things that stress you out are decisions taken by committee; lack of immediacy; and feeling out of control. Here are some ideas for action you can take as a leader:

  • Make sure everyone feels listened to, but be clear that the final decision will be yours
  • Have short, regular checks with your team to ensure everyone understands priorities
  • Try to let go of being in control all the time – upskill staff by giving them responsibility.

So what are you waiting for? Give these actions a try, and see if they work for you. Your team (not to mention your blood pressure) will thank you for it!

New Year goal-setting


There’s no better time than the New Year to focus on goal-setting – to look at what you’ve achieved over the past year, and think about your direction for the next twelve months. Goal-setting provides focus, boosts motivation and increases your self confidence. If you want to stay happy and motivated, it’s important to do this for both your personal life and your career.

Insights Discovery has produced a useful goal-setting template. It prompts you to think ‘This year I’ll…’ about the following:

  • Travel to…
  • Read about…
  • Ask someone…
  • Do more…
  • Do less…
  • Make an effort to…
  • Challenge myself to…
  • Be more curious about…
  • Learn to…
  • Learn not to…

This template works well for your personal life and your working life and is far more effective than making New Year’s resolutions. It steers you towards setting realistic, achievable targets, so there’s every chance you’ll be able to accomplish everything you intend to. Print it out here, fill it in, and keep it somewhere visible as a constant reminder throughout the year.

Get into the habit of regularly reviewing your goals, and check that you’re still on the right track. You might find that you do so well that you have to do another goal-setting exercise after six months! But if it takes longer than a year, so be it. The main thing is that you’re continuously making progress and moving forwards.

In terms of the new year at work, perhaps it’s time to get out there and raise your profile? Whether a small or a large opportunity, there’s always a way to raise your profile at work and be noticed for all the right reasons. Could you, for example, volunteer to:

  • Present at a conference?
  • Hold a new meeting?
  • Train someone?
  • Attend a lunchtime learning event?
  • Speak at an industry event?

If the thought of any/all of the above fill you with dread, it’s time to get in touch. Our Public Speaking Monkeys approach uses proven NLP techniques to work on mind-set before skill set. Once your monkeys are tamed and you are free of fear, your confidence will soar. Then we can start working on advanced presentation skills techniques, and you’ll develop into a strong presenter.

Perhaps you are someone who isn’t scared of public speaking, but are you really the best you can be? And are you really pushing yourself forward at every opportunity? If the answer is no, our Advanced Presentation Skills Mastery Programme could be for you. It has been designed for people who are already confident and competent presenters, but really want to master the art. And that reminds me…my new book on ‘Career-limiting presentations’ will be out this spring.

Go on, I challenge you to make that one of your goals for 2018 – to be a calm, confident speaker.

 

We use cookies to ensure that we give you the best experience on our website.