503 online slides

CAM 503 COACHING CHANGE, TRANSITION AND TRANSFORMATION Chad Hall, MCC

Session One Welcome

and Introductions Technology Overview Course Overview and Outcomes Overview of Coaching Competencies

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How we will work together •

•

•

•

We practice confidentiality

Respect the persons who are coached during class and do not share any of their coaching conversation once the coaching session is over - not with the PBC, not with other class members and not with anyone outside of class.

We are learning partners

Everyone in this class is a teacher and a pupil. Be ready to learn from everyone around you and to contribute to the learning of others in the class. Ask questions, share your wisdom, work hard when you’re placed in groups. Contribute without dominating.

We create a safe place for risk

Be willing to try (and fail) in order to learn. Trust that you will do some things “wrong” as you learn and that when you do you are not wrong as a person. Be open to feedback and welcome it. Give feedback that is honest and do so with kindness.

We are responsible for our own learning

If you’re not getting what you need, be sure to ask for it. Class will start (or resume) on time, and we will trust each other to be where we most need to be.

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Using GotoMeeting

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Best Practices Turn

off e-mail and instant messaging alerts and other notifications that can distract Use a quality headset (not Bluetooth or speaker phone) Use mute to eliminate background noise Engage, engage, engage! Use voice and chat.

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Introductions •

What name do you like to be called?

•

What do you get paid to do?

•

What is one dream you would share?

•

What is one goal you have for this class?

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Overview Classroom

- using GoToMeeting

Content

+ Skills Practice with Feedback 8 sessions: today – November 4th (skip September 30th) Triad

Skills Practice – using conference call scheduled among the triad participants

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Cornerstones for Learning to Coach Be Coached

Practice Coaching

Observe Coaching

Know Coaching (trained) Š Coach Approach Ministries

ICF Core Competencies Section A: Setting the Foundation

Section C: Communicating Effectively

Meeting Ethical Guidelines &Professional Standards

Active Listening

Establishing the Coaching Agreement

Direct Communication*

Section B: Co-Creating the Relationship Establishing Trust and Intimacy with the Client Coaching Presence

Powerful Questioning*

Section D: Facilitating Learning and Results Creating Awareness* Designing Actions* Planning and Goal Setting Managing Progress and Accountability

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Purposes and Outcomes Purpose To be effective in coaching others through change, transition and transformation.

Outcomes Understand

the dynamics of change, transition and transformation

Use

coaching skills and the coaching process to help people navigate through changes, transition and transformation

Increase

effectiveness as a catalyst for gospel-centered transformation

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Next week…

What’s

the difference between change, transition and transformation?

Coaching competencies Coaching skills review and practice

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CAM 503 COACHING CHANGE, TRANSITION AND TRANSFORMATION Chad Hall, MCC

Week 2

Key Scriptures Romans 12:1-2

Therefore, I urge you, brothers, in view of God’s mercy, to offer your bodies as living sacrifices, holy and pleasing to God – this is your spiritual act of worship. Do not conform any longer to the pattern of this world, but be transformed by the renewing of your mind.

What words or phrases signify change, transition or transformation? © Coach Approach Ministries

Key Scriptures Romans 12:1-2 (from The Message) So, here’s what I want you to do, God helping you: take your everyday, ordinary life – your sleeping, eating, going-to-work, and walking around life – and place it before God as an offering. Embracing what God does for you is the best thing you can do for him. Don’t become so well adjusted to your culture that you fit into it without even thinking. Instead, fix your attention on God. You’ll be changed from the inside out. Readily recognize what he wants from you and quickly respond to it. Unlike the culture around you, always dragging you down to its level of immaturity, God brings out the best in you, develops well-formed maturity in you.

What words or phrases signify change, transition or transformation? © Coach Approach Ministries

Key Scriptures Ephesians 4:22-24 You were taught, with regard to your former way of life, to put off your old self, which is being corrupted by its deceitful desires; to be made new in the attitude of your minds; and to put on the new self, created to be like God in true righteousness and holiness.

What words or phrases signify change, transition or transformation? Š Coach Approach Ministries

Proactive Change

To do things differently; to take new approaches; to seek something new/different in self or others.

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Proactive Change

To do things differently; to take new approaches; to seek something new/different in self or others.

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Proactive Change • You initiate it.

• You can handle it yourself.

• You could undo the change, if you wanted to.

• Others may or may not be involved.

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Transition Internal process to adapt to the changes in your external environment. A passing from one condition, form, stage, activity, or place to another. Transition is the internal process needed to adapt to change, such as letting go of an old reality and old identity.

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Transition Internal process to adapt to the changes in your external environment. A passing from one condition, form, stage, activity, or place to another. Transition is the internal process needed to adapt to change, such as letting go of an old reality and old identity.

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Transitions = chaos!

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Transitions = chaos!

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Transitions = chaos!

• There is a from/to element.

• Between the old and new realities is a place of resistance, frustration, confusion, and fear.

• Often includes a sense of the unknown.

• Can include anticipation and a sense of breaking free. © Coach Approach Ministries

Transformation

A dramatic conversion, revolution or makeover of a person. A change in a person’s core identity. A radical change in how a person sees herself and the world around her.

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Transformation

A dramatic conversion, revolution or makeover of a person. A change in a person’s core identity. A radical change in how a person sees herself and the world around her.

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Transformation

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Transformation • Internal change • Often externally initiated • A change in one’s being (not just doing) • Often is permanent • A change in identity

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Examples of…

Change?

Transition?

Transformation?

Life

experiences that include all three?

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CAM 503 COACHING CHANGE, TRANSITION AND TRANSFORMATION Chad Hall, MCC

Week 3

Session 3 Agenda ICF

Competencies Review Coaching Model and Skills Coaching Demo and Feedback

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Take 5 minutes or less…

Since last week, where did you notice Change?

Transition?

Transformation?

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Core Coaching Competencies

4.

Ethics and Standards Establishing the Coaching Relationship Establishing Trust and Intimacy with the Client Coaching Presence

5.

Active Listening

1.

2.

3.

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6.

7.

Powerful Questioning Direct Communication

9.

Creating Awareness Designing Actions

10.

Planning and Goal Setting

11.

Managing Progress and Accountability

8.

IFC Core Competencies Powerful Questioning Ability to ask questions that reveal the information needed for maximum benefit to the coaching relationship and the client.

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IFC Core Competencies Powerful Questioning Ability to ask questions that reveal the information needed for maximum benefit to the coaching relationship and the client.

Excellence? Š Coach Approach Ministries

Incompetence?

Scripture?

IFC Core Competencies Direct Communication Ability to communicate effectively during coaching sessions, and to use language that has the greatest positive impact on the client.

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IFC Core Competencies Direct Communication Ability to communicate effectively during coaching sessions, and to use language that has the greatest positive impact on the client.

Excellence? Š Coach Approach Ministries

Incompetence?

Scripture?

IFC Core Competencies Creating Awareness Ability to integrate and accurately evaluate multiple sources of information, and to make interpretations that help the client to gain awareness and thereby achieve agreed-upon results.

Is clear, articulate and direct in sharing and providing feedback.

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IFC Core Competencies Creating Awareness Ability to integrate and accurately evaluate multiple sources of information, and to make interpretations that help the client to gain awareness and thereby achieve agreed-upon results. Is clear, articulate and direct in sharing and providing feedback.

Excellence? Š Coach Approach Ministries

Incompetence?

Scripture?

IFC Core Competencies Designing Actions Ability to create with the client opportunities for ongoing learning, during coaching and in work/life situations, and for taking new actions that will most effectively lead to agreed-upon coaching results.

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IFC Core Competencies Designing Actions Ability to create with the client opportunities for ongoing learning, during coaching and in work/life situations, and for taking new actions that will most effectively lead to agreedupon coaching results.

Excellence? Š Coach Approach Ministries

Incompetence?

Scripture?

Shape of a Coaching Conversation Input Skills Listening Observing Insight from the Holy Spirit

Output Skills Powerful Questions Encourage Deliver concise messages

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Coaching Demo

Steve coaching Alan Observers: notice the four competencies we just discussed Š Coach Approach Ministries

Next Week…

Proactive

Change Assumed Constraints The Results Cycle

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CAM 503 COACHING CHANGE, TRANSITION AND TRANSFORMATION Chad Hall, MCC

Week 4

Session Four Agenda Proactive

Change Assumed Constraints Switch Model for Change The Results Cycle Model for Change

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Proactive Change

To do things differently; to take new approaches; to seek something new/different in self or others.

Change is inevitable - except from a vending machine. -Robert C. Gallagher

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Eight Principles of Change Change

feels awkward.

Sometimes if feels like change is taking place behind your back.

The first thing people think about with change is not what they might gain, but what they have to lose.

People feel alone with change.

People can only handle so much change at a time.

Change can be handled with creative resourcing.

People are at different stages of readiness to change.

Given the chance, most people will go back to old ways even in the new way is better. from Ken Blanchard © Coach Approach Ministries

Assumed Constraints Beliefs or assumptions that limit what you do and how you think.

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Assumed Constraints

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Assumed Constraints Beliefs or assumptions that limit what you do and how you think.

What

are examples from your own life?

Examples you’ve seen in others?

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Assumed Constraints

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Assumed Constraints

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Assumed Constraints

  As

a coach, how do you help others create awareness about their assumed constraints?

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Principles of Proactive Change Change means movement. Movement means friction.

Change is letting go of things that are familiar and comfortable, even though they may not be good for us.

Some people view change as a threat, not as a challenge or an opportunity.

Some view change as exciting and invigorating.

Most people don’t initiate change, especially when things are going smoothly. It takes wisdom to know when to make changes.

Without change, growth is impossible. Š Coach Approach Ministries

Coaching Proactive Change

Assume that coaching clients are interested in change and in taking action.

Assess readiness for outside actions and inside changes.

Move as quickly as the person is interested in going.

Check on reasons if there’s a break in forward movement.

Help the client to move into the changes by setting stretch goals.

Use language as a way of provoking forward.

Acknowledge actions and changes.

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Success Factors for Change Initiated by the person Deep sense of WIIFM (what’s in it for me?)

External reinforcements in place Others are told about the changes (support, including accountability) Obstacles identified and removed if possible

Skills identified and developed if there’s movement away from change Opportunities to practice new behaviors in safe environment

Acknowledgement or recognition for the change

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Switch

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Switch

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Switch

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Switch

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CAM 503 COACHING CHANGE, TRANSITION AND TRANSFORMATION Chad Hall, MCC

Week 5

Session Five Agenda The

Results Cycle Model for Change Case Study: Jason Coaching Skills Practice with Feedback

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The Results Cycle Model for Change

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Case Study Jason is the youth leader at the church. He has been on staff for 3 years. During those years, several troubled youth have been positively impacted, remaining in school, changing their attitudes and becoming more responsible. Because of these successes, Jason thought things were going well.

However, many of the parents are upset about how the youth ministry is being handled. Most of the events on the youth calendar are posted “just in time” rather than being posted in advance, so parents don’t know what to expect and can’t plan for their youths’ activities. Recently, Jason planned for a ministry trip, however when parents asked practical questions about what time the vans would leave and how much money to bring along, Jason didn’t have the answers. This has caused much frustration.

Jason’s pastor has told him that he needs to focus on details and on providing information for the parents, not just on relationships with the youth. He has given Jason 6 months to make some significant changes in how he manages the youth ministry. He has also asked you to be Jason’s coach.

When you first met with Jason, he insisted that the pastor doesn’t like him and is trying to find things to pick on. Jason said the pastor doesn’t understand how important his work with the troubled youth has been.

Jason is calling in for a coaching session in a few minutes.

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Case Study Jason is the youth leader at the church. He has been on staff for 3 years. During those years, several troubled youth have been positively impacted, remaining in school, changing their attitudes and becoming more responsible. Because of these successes, Jason thought things were going well.

However, many of the parents are upset about how the youth ministry is being handled. Most of the events on the youth calendar are posted “just in time” rather than being posted in advance, so parents don’t know what to expect and can’t plan for their youths’ activities. Recently, Jason planned for a ministry trip, however when parents asked practical questions about what time the vans would leave and how much money to bring along, Jason didn’t have the answers. This has caused much frustration.

Jason’s pastor has told him that he needs to focus on details and on providing information for the parents, not just on relationships with the youth. He has given Jason 6 months to make some significant changes in how he manages the youth ministry. He has also asked you to be Jason’s coach.

When you first met with Jason, he insisted that the pastor doesn’t like him and is trying to find things to pick on. Jason said the pastor doesn’t understand how important his work with the troubled youth has been.

Where would you start?

Jason is calling in for a coaching session in a few minutes.

© Coach Approach Ministries

Case Study Jason is the youth leader at the church. He has been on staff for 3 years. During those years, several troubled youth have been positively impacted, remaining in school, changing their attitudes and becoming more responsible. Because of these successes, Jason thought things were going well.

However, many of the parents are upset about how the youth ministry is being handled. Most of the events on the youth calendar are posted “just in time” rather than being posted in advance, so parents don’t know what to expect and can’t plan for their youths’ activities. Recently, Jason planned for a ministry trip, however when parents asked practical questions about what time the vans would leave and how much money to bring along, Jason didn’t have the answers. This has caused much frustration.

Jason’s pastor has told him that he needs to focus on details and on providing information for the parents, not just on relationships with the youth. He has given Jason 6 months to make some significant changes in how he manages the youth ministry. He has also asked you to be Jason’s coach.

Using the results cycle, let’s imagine what shifts might need occur Jason is calling in for a coaching sessionto in a few minutes. for Jason.

When you first met with Jason, he insisted that the pastor doesn’t like him and is trying to find things to pick on. Jason said the pastor doesn’t understand how important his work with the troubled youth has been.

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The Results Cycle Model for Change What beliefs were determining Jason’s behaviors?

What outcomes was Jason helping to create?

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What behaviors by Jason were influencing the relationships?

What relationships were in play? What was the quality of those relationships?

The Results Cycle Model for Change What does Jason need to believe in order to support the necessary behaviors?

What outcomes does Jason want to help create?

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What behaviors by Jason could influence the quality of those relationships?

What relationships need to be considered? What does the quality of those relationships need to be?

Application to Coaching Others What

are your beliefs about change that might impact your ability to coach others?

As

a coach, how can you be more effective as a change agent?

How

can you apply your experiences, beliefs, and knowledge in a positive way when coaching others?

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Coaching Demo

Wanda coaching Chad Observers: notice what kinds of questions are helpful in using the Results Cycle to explore change. Š Coach Approach Ministries

CAM 503 COACHING CHANGE, TRANSITION AND TRANSFORMATION Chad Hall, MCC

Week 6

Session Six Agenda Transition Bridges

Model of Transition Coaching Skills Practice with Feedback (need volunteers!)

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Transition Internal process to adapt to the changes in your external environment. A passing from one condition, form, stage, activity, or place to another. Transition is the internal process needed to adapt to change, such as letting go of an old reality and old identity.

“It’s not the changes that do you in, it’s the transitions.”

- William Bridges, Managing Transitions

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Bridge’s Transition Theory

New Reality

Neutral Zone

Old Reality Helping the client name the “from _______ to ________” is important. © Coach Approach Ministries

Bridge’s Transition Theory

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Principles of Transition While

change is usually external, transitions are an internal process to help adapt to change.

Unless transition occurs, change will not work.

The

starting point for transition is awareness of what you’re leaving behind and being able and willing to let go.

After letting go, people move into a “neutral zone: which is somewhere between the old reality and the new. The “neutral zone,” while unpleasant, is a place for healing, regeneration, creativity and growth. It’s important to stay in the neutral zone rather than moving out of it too quickly. © Coach Approach Ministries

Principles of Transition Every

aspect of transition is challenging.

Information is a critical aspect of transition, particularly in families and organizations.

A new beginning is as challenging as other aspects of transitions because it requires new purpose, new understanding, new attitudes and new identities.

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The Organizing Model of Transition Organized – The Way Things Were What

can you keep?

What

can you let go?

What

are the consequences of not moving forward?

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The Organizing Model of Transition Disorganized – The Gap Where

are you, honestly, in the transition?

What

do you need in order to take the next step?

What

resources do you have?

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The Organizing Model of Transition Re-organized – Moving Forward What’s

the truth about the changes and the transitions you’ve made?

Where What

have you grown?

are the benefits, to you and to others?

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Coaching through the Transition Process Start

where the person is Allow challenges or concerns to be shared Give time to work through resistance Allow the person to experience small steps in transition Clarify the change proposition well Invite the person into the process rather than demanding it and take the time to discuss the benefits Help people gain and share enough information so they can champion the change as a way of getting through transitions more easily © Coach Approach Ministries

People of God in Transition For these four persons mentioned in scripture, what is the transition (stated in terms of going from ____ to _____)?

Moses Peter Esther Paul

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Personal Reflection Think of a Transition you have made.

What

was the transition?

What happened as a result of the transition?

How do you really handle transitions?

What are your beliefs about the importance of transition?

How do these beliefs serve you? Hold you back? © Coach Approach Ministries

Coaching Demo

Need a volunteer to coach and another volunteer to be coached.

PBC: topic needs to relate to transition.

Coach: use what you’ve learned today.

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CAM 503 COACHING CHANGE, TRANSITION AND TRANSFORMATION Chad Hall, MCC

Week 7

Agenda for Week 7 Principles

of Transformation Biblical Examples of Transformation Personal Transformation Model

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Transformation Transformation: A dramatic conversion, revolution or makeover of a person.

A creeping caterpillar is transformed into a soaring butterfly – yet as children of God we are to undergo a change that makes that one barely noticeable. -John Ortberg, The Life You’ve Always Wanted

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Principles of Transformation God

is speaking to us more than we realize.

He is interested in every part of our lives.

Transformation comes when we are willing to listen, to turn aside from our old ways and to have our routines interrupted.

When true transformation occurs, I am not just “doing” what God wants me to do. I am different from the inside out. © Coach Approach Ministries

Triple Loop Learning and Coaching

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Triple Loop Learning and Coaching Results (Errors) are what we get from our actions. These are short- & long-term, internal & external.

Actions are the things we do, how we are with ourselves and others, decisions we make, etc. Our actions are made possible and limited by the Frames/Strategies we have. We can change what we do without changing how we see things (frame), but only to the extent that our frame will allow. Much of our coaching occurs at this level of incremental learning/improvement.

Life Strategies are the underlying patterns of how we think and behave. This is how we see things, our paradigms and attitudes. We can change how we see things (reframe) without changing who we are (transform), but the amount of of reframing possible is limited by who we are (identity). Reframing is significant learning. When we help a client shift his patterns, we are coaching at this level of change.

This is less common in our coaching only because it is more significant and more difficult than changing actions.

Story/Identity involves who we are. This is the story you believe you are in and the role you believe your are playing in that story. This is based on the sum total of conclusions you’ve reached as an individual.

These are not the values/assumptions you hold, but the values and assumptions that hold you. It is from the story/identity that we draw our identity and basic patterns of thinking and behaving. Rarely does a client think that getting different results will require him to change who he is, how he sees himself, and the beliefs that hold him at the deepest level. When our coaching supports the client in (re)considering Š Coach Approach Ministries who he is, we are coaching for transformation.

Triple Loop Learning and Coaching Example: Jill believes life is a story of winning or losing and her role in the story is to win by being liked/included. Given this, she might approach the world as a series of tests, which she must strive to pass by impressing others (in order to be included) and should resist failing (being disliked or not included). Her actions might be to dress to impress, present a positive image and do her best to “fit in” with others. “If I’m all together, no one will reject me.” The results she gets might include living under the burden of doubt, spending more than she can afford in order to present a certain image, and having few people who truly know her. From that same identity, she could also encounter the world with a different strategy, perhaps one based on pleasing others (versus impressing others).

From the strategy of “If I please others, they will like me,” she could take actions such as always seeming concerned, meeting the needs of others, volunteering and putting herself second. She might get very different results from this frame and set of actions, such as being tired, wondering why others don’t care for her in the way she cares for them, resentment, etc.

If Jill experienced transformation, she might believe life to be a story of authenticity, with her role being one who is discovering who she is. From this identity, she might strive to know herself well and to bring her truest self to bear on every situation. From this strategy, she might take actions such as noticing and regulating her inner self-talk, showing kindness without using kindness to control others, and presenting her true self to others so they could truly know her. The results might be fewer acquaintances and more friends, increased confidence, etc. © Coach Approach Ministries

Principles of Transformation There are many practices that help us to be transformed: Taking time with God Listening and obeying Praying Serving Reflecting Suffering

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Biblical Examples of Transformation Romans 12:1-2 (NIV) Therefore, I urge you, brothers, in view of God’s mercy, to offer your bodies as living sacrifices, holy and pleasing to God – this is your spiritual act of worship. Do not conform any longer to the pattern of this world, but be transformed by the renewing of your mind.

© Coach Approach Ministries

Biblical Examples of Transformation Romans 12:1-2 (The Message) So, here’s what I want you to do, God helping you: Take your everyday, ordinary life – your sleeping, eating, going-to-work, and walking around life – and place it before God as an offering. Embracing what God does for you is the best thing you and do fore him. Don’t become so well adjusted to your culture that you fit into it without even thinking. Instead, fix your attention on God. You’ll be changed from the inside out. Readily recognize what he wants from you and quickly respond to it.

Unlike the culture around you, always dragging you down to its level of immaturity, God brings out the best in you, develops well-formed maturity in you.

© Coach Approach Ministries

CAM 503 COACHING CHANGE, TRANSITION AND TRANSFORMATION Chad Hall, MCC

Week 8

Agenda for Week 8 Review

Transformation and Triple Loop Personal Transformation Model Case Study: Gary Transformation Images Coaching Demo & Debrief Final Homework Skills Practice

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Triple Loop Learning and Coaching

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Personal Transformational Model

Questions Exercises Fieldwork

From Masterful Coaching by Robert Hargrove

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Personal Transformational Model Questions What seems impossible?

How would ___ approach this?

Exercise Perspectives coaching Future self exercise Fieldwork Imagine what is possible just this side of heaven

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Personal Transformational Model Questions How willing are you to embrace this kind of success?

Exercise Cross the tape line Fieldwork Share your commitment with two important persons

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Personal Transformational Model Questions How does God see you?

What has the gospel made possible for you?

Who do you need to be in order to live into the possible and stay true to your commitments?

Exercise A new name Fieldwork New/old self daily audit

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Personal Transformational Model Questions Living in this new man’s skin, what would you do?

What’s out of character now that you’re different?

Exercise Engineer new pathways (Switch) Fieldwork Start/Stop/Keep doing

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Personal Transformational Model Questions In what ways did you succeed/struggle since last time?

What were the “dimmer switches” that kept you from fully being true to the new you?

What new plans do you need for dealing with obstacles?

Exercise Tame the gremlin/saboteur Fieldwork Daily journal, reflecting on the beliefs behind the behaviors that got you stuck.

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Case Study: Gary Gary is a leader who identifies with a command and control context and takes an autocratic style of relating. He spends his time watching and checking on the people he manages at work in order to get as much as he can out of them. He relates to his wife by pointing out how she can do things better and where she’s coming up short. His parenting style is to hold his children to a very high standard and to give them constant feedback about what is expected and how well/poorly they are doing. He believes he is serving others (“helping them”) by be so generous with his input.

Lately Gary is feeling frustrated and isolated. He wonders why others are so passive around him and cannot seem to make decisions or take responsibility. Work is making him tired because he feels like the only one who can make decisions and do things right. At home he senses resentment from his wife and children but when he asks about it, they do not share openly with him. Their lack of openness leads him to believe they do not know how to relate so he feels like the only one trying. He’s even given family members feedback on how to be honest, but they only seem to be even more dependent on him. His response to their apparent dependence on him is to be even more directive and autocratic.

Gary has come to you for coaching because he truly wants different results. He wants a sense of intimacy with this family. He wants to grow leaders at work. © Coach Approach Ministries

Personal Reflection What do you believe about transformation?

How can you prepare for seasons of transformation?

What was most helpful during those transforming times?

What kind of support did you need?

How might this inform you to be an agent of transformation for others?

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Homework Go online and find an image (photo, painting, sketch, etc.) that represents who you are today.

Find a second image that represents who you believe God wants you to be one year from now.

E-mail both images to Chad by the end of the week.

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Homework - Wanda

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Homework – Michael Tutterow

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Homework – Ken

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Homework – Steve’s past

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Homework – Steve

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Homework – Rob

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Homework – Chris

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Homework – Gene

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Homework – Doug

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Homework – Gary

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Coaching Demo

Need a volunteer to coach and another volunteer to be coached.

PBC: be coached around the two images you shared.

Coach: use what you’ve learned to coach.

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Coaching Homework In assigned pairs, coach one another one final time.

E-mail one another to set up a 90 minute appointment.

Round one: coach for 30 minutes Feedback: give 5 to 10 minutes of feedback Round Two: coach for 30 minutes Feedback: give 5 to 10 minutes of feedback

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Final Thoughts & Takeaways What

are your key takeaways from this course?

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