Marcela Chamorro’s Post

*What is Coaching* Often trainers get confused with Coaching and teaching. Coaching is a process that involves guiding and supporting learners as they work towards achieving the skill of learning to drive. Unlike teaching, which is more focused on simply telling someone what to do, coaching is about facilitating personal growth and development. It is about fostering beliefs and attitudes and encouraging the learner to explore and discover their solutions and insights. Coaching involves active listening, asking thought-provoking questions, and providing feedback that encourages *self-reflection and self-discovery.* It is a collaborative process in which you work alongside the individual to help them unlock their potential and achieve their full capabilities. One of the key aspects of coaching is *empowering* the learner to take *responsibility* for their learning and development. Instead of just providing answers or solutions, the coach encourages the learner to come up with their ideas and strategies. This not only *builds self-confidence* and resilience but also allows the individual to develop *critical thinking* and long-term *problem-solving* skills. Ultimately, coaching is about creating a supportive and positive environment in which individuals can explore, learn, and grow. It is a valuable tool for personal and professional development, as it enables individuals to gain clarity, set achievable goals, and take action towards realising their full potential.

An effective training approach is to have learners practice a new skill at a level that grows their proficiency using a crawl, walk, then run approach. This gives learners a taste for the new skill and builds their confidence along the way. Unfortunately, training sometimes goes from crawl to run too quickly, or skips crawl and walk altogether for the sake of time. Here is an example. Training on how to coach others introduces the model, does a demonstration, and then has learners practice coaching. Coaching requires active listening, being able to ask good questions at the right time, and reading the person being coached. There is a lot to do all at once. A better approach breaks down each activity to the crawl, walk, and run model: - Crawl: Identify effective and less effective questions among a list of questions. - Crawl: Sort the effective questions into an order of progression through the coaching conversation. - Walk: Write your own questions in order to progress through a coaching conversation. - Run: Practice coaching with a partner using the questions written in the previous activity. How much do your trainings draw on this crawl, walk, run approach?

An effective training approach is to have learners practice a new skill at a level that grows their proficiency using a crawl, walk, then run approach. This gives learners a taste for the new skill and builds their confidence along the way. Unfortunately, training sometimes goes from crawl to run too quickly, or skips crawl and walk altogether for the sake of time. Here is an example. Training on how to coach others introduces the model, does a demonstration, and then has learners practice coaching. Coaching requires active listening, being able to ask good questions at the right time, and reading the person being coached. There is a lot to do all at once. A better approach breaks down each activity to the crawl, walk, and run model: - Crawl: Identify effective and less effective questions among a list of questions. - Crawl: Sort the effective questions into an order of progression through the coaching conversation. - Walk: Write your own questions in order to progress through a coaching conversation. - Run: Practice coaching with a partner using the questions written in the previous activity. How much do your trainings draw on this crawl, walk, run approach?

An effective training approach is to have learners practice a new skill at a level that grows their proficiency using a crawl, walk, then run approach. This gives learners a taste for the new skill and builds their confidence along the way. Unfortunately, training sometimes goes from crawl to run too quickly, or skips crawl and walk altogether for the sake of time. Here is an example. Training on how to coach others introduces the model, does a demonstration, and then has learners practice coaching. Coaching requires active listening, being able to ask good questions at the right time, and reading the person being coached. There is a lot to do all at once. A better approach breaks down each activity to the crawl, walk, and run model: - Crawl: Identify effective and less effective questions among a list of questions. - Crawl: Sort the effective questions into an order of progression through the coaching conversation. - Walk: Write your own questions in order to progress through a coaching conversation. - Run: Practice coaching with a partner using the questions written in the previous activity. How much do your trainings draw on this crawl, walk, run approach?

An effective training approach is to have learners practice a new skill at a level that grows their proficiency using a crawl, walk, then run approach. This gives learners a taste for the new skill and builds their confidence along the way. Unfortunately, training sometimes goes from crawl to run too quickly, or skips crawl and walk altogether for the sake of time. Here is an example. Training on how to coach others introduces the model, does a demonstration, and then has learners practice coaching. Coaching requires active listening, being able to ask good questions at the right time, and reading the person being coached. There is a lot to do all at once. A better approach breaks down each activity to the crawl, walk, and run model: - Crawl: Identify effective and less effective questions among a list of questions. - Crawl: Sort the effective questions into an order of progression through the coaching conversation. - Walk: Write your own questions in order to progress through a coaching conversation. - Run: Practice coaching with a partner using the questions written in the previous activity. How much do your trainings draw on this crawl, walk, run approach?

Would you like to facilitate powerful and impactful conversations that support others to grow? Have you thought about training as a coach? At Stellar Conversations we run our fully accredited training both in workplaces for groups of participants and we open it up four times a year to individual participants, either self funding or coming from organisations. We have a group for individuals starting in September.  The programme is a robust and evidence based coach training leading to a Diploma in Coaching accredited by the International Coaching Federation. The programme teaches coaching skills so that you can have more impactful conversations, conversations that evoke awareness and facilitate growth for others. Coaching is an amazing skillset to have and our Alumni consistently tell us that this programme is transformational. "To say that their training has changed the course of my career and life is no exaggeration"   "I have taken part and completed a number of coaching courses and found this to be top" "Absolutely fantastic training. I cannot tell you how this course has changed the way I work, my goals and what I hope to do in the future" "Excellent coaching team delivering engaging training" Message me if you'd like to know more or read more here 👇 https://lnkd.in/dWGcGCez

Ive been thinking lately about coaching versus training. Many nights I work until 1AM and wake up early to work in the morning. Thankfully I enjoy the work. I have a great team and focus so much on showing them what to do, how to do it, tips, tricks and advices. Its fun and rewarding work, but in the end it's still very top heavy. "Coaching" on the other hand, what our (talented) COO seems to do well, looks to be more of ways to think, how to see something differently, how to approach a challenge, and how to make progress on your own. Maybe its time I took some training, on coaching.

𝐅𝐫𝐨𝐦 𝐒𝐭𝐚𝐠𝐧𝐚𝐧𝐭 𝐭𝐨 𝐒𝐭𝐢𝐜𝐤𝐲: 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐈𝐠𝐧𝐢𝐭𝐞𝐬 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 We all know training is crucial for development. But simply imparting knowledge often leads to forgotten facts and unused skills. 𝐇𝐨𝐰 𝐭𝐨 𝐦𝐚𝐤𝐞 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐬𝐭𝐢𝐜𝐤? 𝐋𝐞𝐯𝐞𝐫𝐚𝐠𝐞 𝐭𝐡𝐞 𝐬𝐜𝐢𝐞𝐧𝐜𝐞 𝐨𝐟 𝐜𝐨𝐚𝐜𝐡𝐢𝐧𝐠. Simon Sinek emphasizes the importance of "𝐬𝐭𝐚𝐫𝐭𝐢𝐧𝐠 𝐰𝐢𝐭𝐡 𝐰𝐡𝐲". This translates perfectly to coaching. A good coach helps individuals understand the "why" behind the new skill or knowledge. Why is it important? How will it benefit them and their work? This emotional connection to the material strengthens memory and fuels motivation. Data backs this up. Data published by Franklin Covey suggests that 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗰𝗮𝗻 𝗯𝗼𝗼𝘀𝘁 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗼𝗳 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗯𝘆 𝘂𝗽 𝘁𝗼 𝟰𝟬𝟬%. Here's why: 🔄 𝗔𝗰𝘁𝗶𝘃𝗲 𝗿𝗲𝗰𝗮𝗹𝗹: Coaching sessions involve ongoing questioning and discussion. This "active recall" strengthens neural pathways, making information easier to remember and retrieve later. 🚀𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘇𝗲𝗱 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴: Coaching tailors the learning experience to individual needs and learning styles. This targeted approach fosters deeper understanding and engagement. 🎯 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆: Regular coaching sessions create accountability. Knowing they'll discuss progress motivates learners to stay on track and practice new skills. 𝙄𝙣𝙫𝙚𝙨𝙩𝙞𝙣𝙜 𝙞𝙣 𝙘𝙤𝙖𝙘𝙝𝙞𝙣𝙜 𝙞𝙨𝙣'𝙩 𝙟𝙪𝙨𝙩 𝙖𝙗𝙤𝙪𝙩 𝙖𝙘𝙦𝙪𝙞𝙧𝙞𝙣𝙜 𝙠𝙣𝙤𝙬𝙡𝙚𝙙𝙜𝙚, 𝙞𝙩'𝙨 𝙖𝙗𝙤𝙪𝙩 𝙞𝙜𝙣𝙞𝙩𝙞𝙣𝙜 𝙡𝙖𝙨𝙩𝙞𝙣𝙜 𝙘𝙝𝙖𝙣𝙜𝙚.

Looking for a coach training program? Here are four thoughtful questions to help you make an informed decision about a coach training program...

Do we waste money sending team members on courses? Clearly I am not talking about the cost to do the course being a waste of money, training is a hugely beneficial investment in an individual's growth. But, once the team member has been on the course, do we limit the potential benefit from the experience by leaving the individual to return to the same team, the same environment, and same routine; all whilst expecting (or maybe hoping...) that they deploy their newfound knowledge? There has to be a better way. Oh wait, there is... DM me if you would like to know more about maximising the benefit from learning interventions through reinforcement coaching.