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Coaching Dialogue

Posted by Agnieszka from Sendzimir Foundation


 TARGET GROUP

Group size

2 - 500

Subgroup size

pairs

Is participant experience relevant?

It's okay if participants haven't seen the inside of a classroom in years.

Physical trust needed

Mental trust needed

Material Description

Paper, printer, pencils.

 REQUIREMENTS

Duration

30 minutes - 2 hours

Experience level of the facilitator

routine as participant OR professional facilitator

Number of facilitators

0-2

 CHARACTER OF THE  METHOD

Level of activation

calming

Woo-Woo Level - How touchy-feely is this method?

From 1.Rationalist-Materialist "No feelings here, folks." to 5.Esoteric-Shamanic Bleeding Heart:

Innovation Phases:

3 Fostering New Perspectives & Ways of Thinking
4 Idea Generation

Method Category:

Awareness raising
Business / Entrepreneurial Thinking
Focalizer
Idea generator
Reflection
Strategy / Planning
Understanding complexity

SHORT DESCRIPTION

In Coaching Dialogue, your partner asks you questions. By answering these questions you form a strategy of implementing solutions to achieve your aims.

ALTERNATIVE NAME OF THE METHOD

My aim is to... - and how to achieve it?

 BACKGROUND

BACKGROUND AND PURPOSE

This method is based on coaching questions which help strategize on how to achieve a goal. One can do this exercise during, for example, a motivational training. Asking coaching questions can be an inspiring learning session. Prepared coaching questions give someone the space in which to step back and examine himself/herself. The right questions can help to someone see their own actions from a different perspective or envision a new solution to an old problem.

ORIGINAL SOURCE

Pracownia Psychologiczna Elżbieta Sołtys

http://labpsych.pl/

 STEP-BY-STEP GUIDE

http://betterlifecoachingblog.com/2010/08/04/50-great-coaching-questions/

PREPARATION (excluding materials)

A. Prepare a list of questions (you can use those which are listed below or you can modify them. If you would like to add new questions you should remember that they should be phrased as open-ended queries. It can be helpful to think about the first word: open-ended questions often begin with “what,” “how,” “who,” “where,” and “when.” Stay away from “why” – it can feel confrontational and judgmental. To get at the same thing, instead ask, “What was your intention with that?”
Questions to questionnaire:
1. What is your aim?
2. Imagine that you have achieved your aim. Look at your life now. What does it look like? What has achieving the aim brought you?
3. How close to that image are you now? Place it on scale from 1 to 10 where 1 means very, very far and 10 means very, very close.
4. What are the obstacles to achieving the aim in your surroundings at the moment?
5. List 5 concrete actions which can positively change your surroundings.
6. Choose the one action from above which, in your opinion, gives you the best possibility to change your surroundings. Imagine that you realize it. Describe the implementation process step by step. Remember that this image should be very precisely. Imagine places, people, situations, exact sentences you say, and actions you take. Try to remember this vision.
7. What are the concrete actions you should take to achieve your aim?
8. Divide those planned actions into phases. Don't put too much effort into the implementation of each phase, but at the same time you should be engaged.
9. Create a system of bonuses and gratuities to use after finishing each phase.
10. Who will you ask to be your watchman?
11. Name 5 the most characteristic habits for you, actions you take unconsciously every day.
12. Tie to each of those habits a new action, not too big, which doing every day unconsciously would bring you closer to your aim.
13. What kind of successes (that you've already achieved) have brought you closer your aim?
14. Which of your qualities and abilities helped you to achieve those successes?
15. How can you use them permanently to achieve your aim?
16. What kind of values are the most important for you?
17. How you can use those values during achieving your aim?
18. Are you surrounded by people from whom you can take an example during achieving your aim? If yes, please indicate them.
19. Plan how you will use their potential to achieve your aim.
20. Are you surrounded by people with whom you can collaborate to achieve your aim? If yes, please indicate them.
21. Name 5 common actions you can propose to them.
22. Plan your first free day after achieving your aim.

Leave empty space after each question for note taking.
Print as many copies as many you need: one questionnaire per person.

1 Round 1

Divide group into pairs. In first round, person "A" asks questions to person "B" and makes notes.


2 Round 2

In the second round, person "B" asks questions and makes notes and person "A" answers them. During both rounds you should give as much time as needed for each person. The asking person can make additional or clarifying questions if needed but with rule above.


HARVEST

After finishing dialogues, the whole group gathers to exchange their opinions/emotions/feedback about this exercise.

 FURTHER INFORMATION


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