Vladimir Oane's Key Ideas from The Coaching Habit
by Michael Bungay Stanier
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Coaching for performance vs Coaching for development
The primary difference between the two types is that performance focuses on an end result while development focus on the attainment of skills and knowledge. A manager should know what sort of coaching is needed:
- Performance. This one deals with the issues: projects, people, patterns. It focused on short term objectives.
- Development: This one deals with the person. It is a long term activity.
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7 Key 1-on-1 Questions:
- The Conversation Starter: What's on your mind? Guide the employee to think of people, projects & patterns.
- And what else? The best follow up question. Keep the impulse to offer advice at bay. Ask it at least 3 times.
- Focus on the issue: What is the real challenge here for u?
- The Foundation: What do you want? When you get stuck with a person, just get to the bottom of the issue.
- The lazy Question: How can I help? Let the employee come to you & don't assume you have the answers.
- The Strategic Question: If you are saying yes to this what are you saying no to? Forces focus in the other person.
- The Learning Question: What was most useful to you? Reflection is a way to connect around.
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IDEAS CURATED BY
Life-long learner. Passionate about leadership, entrepreneurship, philosophy, Buddhism & SF. Founder @deepstash.
Curious about different takes? Check out our The Coaching Habit Summary book page to explore multiple unique summaries written by Deepstash users.
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