Week 4: Coaching Summary Report
LDR6120: Developing Bench Strength
Prof. John Ellsworth
July 27, 2014
College of Professional Studies
Nowadays, coaching is a very important skill for leaders of the future. To build many great leaders, we need great coaching as well. Coaching can represent in many roles whether boss and employee, parent and child, teacher and student, or some other relationships. From my own experience, besides challenged to lead a team from the previous course, I would like to talk about myself and my younger brother. We are always arguing when we have a discussion together. When he was in a last year of high school. He came to me for asking for my advice. He was confused about studying in public university or private university. At that time, I did not know how to coach someone in an effective way. I just told him that I knew why he wanted to study in private university even if in Thailand, people who graduate from public university have more job opportunities. I complained my brother because he wanted to study in private university because of his friends are going to study there. However, that was not what my brother wanted from me, as I acted just like my mother and did not give others alternatives for him but just complained. According to textbook, "When parents become frustrated because the child is not doing what the parents want, they rarely look at their own contribution to the equation." (p.17). After that, he did not want to discuss anything with me because he did not like the way I treated him. So, I lose trust from him even if I should encourage him because I experienced that moment before and I knew exactly what was the best for him. I learned that I should not force anyone to follow my instruction. I have to let them think by themselves. To prevent from conflict and frustrated situation which could harm relationship of both sides.
That is the reason why my brother lose trust with me. So, the way to develop trusting partnerships to ensure that coaching conversations are productive are following these four steps of coaching conversation guide: frame the conversation, understand the current state, explore the desired state, and lay out a success plan. According to textbook, "The employee could trust that she was in "good hands," knowing that the manager understood what was most important to resolve and was offering a road map for the conversation, employees will feel comfortable and relief." (p.82). It should start asking the question about what they need and resulted with give some suggestions or guidance, and do not jump to a conclusion but give them opportunities and alternatives way to choose by themselves.
For the two components of the FUEL coaching model I...