Despite the pressures of the current financial climate, NES has secured funding to continue the work of the Managers Development Network in 2010-11.  In order that the MDN continues to be closely aligned with the needs of current and future participants, NES and IHM staff will be collecting your views on how the MDN can develop into the future. Borders and Forth Valley have events planned in April and further details will be available soon for events across Scotland.

Hope to have more news soon.  Ann.

THE FOUR PILLARS OF TRUST

A key factor in our ability to connect effectively with others is our perceived accessibility.  Unfortunately, the accelerated pace of the contemporary workplace leaves too many people feeling frustrated and devalued following interactions with managers and colleagues.  Though you may not be able to control the quantity of time you have available to interact with others, you can control the quality of that time.

 This model takes into account the presence of the coach and the approach that the coach needs to adopt when coaching.  This requires a technique of questioning that has no bias to it and a commitment to making the process work.  These four pillars bring together the trusting partnership that makes up the coach’s way of being.

The model outlines the main elements of effective interaction with others, provides a diagnostic tool to allow participants to establish how they respond to people and situations, and introduces techniques that may be used to increase the levels of trust and partnership with others.

The Four Pillars of Trust

Presence:       Bringing an authentic self to one’s interactions with others and sustaining a high   degree of focus, energy and openness towards others.  The quality of attention that a coach brings to others is an essential part of building a trusting relationship.  Truly ‘being present’ for someone takes time and effort, but when you demonstrate the gift of your presence, you communicate just how important something is to you. Three critical factors determine to a great extent the presence a coach is able to muster and maintain in any given interaction with others.  These factors are:

 1. Focus – the attention the coach brings to the moment.

2. Openness – the receptivity of heart and mind the coach brings to the moment.

3.  Energy – the physical and emotional vigour the coach brings to the moment.

 Disclosure:    Accurate, timely and candid sharing of personal thoughts and feelings and  organisational information that can, or does, impact on performance and working  relationships.

 Enquiry:   The disposition to seek after another’s perspective, stemming from a recognition  and acknowledgement of the other as a source of value, wisdom, insight and unique experience.

 Commitment:   Consistency and reliability of follow-through as demonstrated by the fulfillment of                                                       promises made to others.

 Concepts of Coaching. A Guide for Managers. Peter Hill 2004

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 STRUCTURING A COACHING SESSION – GROW

 So how do we actually structure a coaching session?  The GROW (Goal, Reality, Options, Wrap-up) model is one of the most common coaching tools, widely used by many great coaches.

 The framework provides a simple four-step structure for a coaching session.  During the first step of a session (Goal), coach and coachee agree on a specific topic and objective for the discussion.  During the second step (Reality), both coach and coachee invite self-assessment and offer specific examples to illustrate their points.  They then move into the third step (Options), where suggestions are offered and choices made.  And finally (Wrap-up), the coach and coachee commit to action, define a timeframe for their objectives and identify how to overcome possible obstacles.

      Here are a few tips for using this model:

• Use more ‘ask’ than ‘tell’; elicit useful ideas from your coachee – don’t just try to prove you are smart.
• Think creatively – not just systematically, particularly in the Options and Wrap-up steps.
• Illustrate, and check understanding, throughout by using specific examples – from the coachee’s and your own experiences.
• If you have a follow-up session you can obviously lengthen or shorten each of the four steps as needed.

THE GROW MODEL

A brief update – now’s the time to book for Quality Outcomes through creating confidence & well being, by Dr Carol Craig – a much sought after speaker;     9 March, Kilmarnock. Just click on the title on RHS of the page, and register.

Had a lovely trip to Stranraer today to find a venue to run the Coaching for effective performance there in mid march – more booking details later.  Also looking to run Leading Change in Dumfries in late March – keep checking the blog for more info.!

Off for a few days holiday with family, will blog – in on my return.

Regards,  Ann

Ann

November 19, 7 Levels of Management Excellence, Allan Mackintosh, Gailes HOtel , Irvine

November 23, Coaching for effective performance, John Armstrong, DRGI, Dumfries

January 11 2010, Coaching for effective performance, John Armstrong, Gailes Hotel Irvine

March 9 2010, SW Scotland event. Confidence, Well being and Happiness! Dr Carol Craig, Park Hotel , Kilmarnock

All events 12-2; book with annieclark1@btinternet.com

See you soon !

16th November, The Bruce Hotel, Newton Stewart.     23 November, DGRI Education Centre, Room 2, Dumfries.

’7 Levels of Management Effectiveness’ by Allan Mackintosh, of PMC Scotland. Allan will develop our thinking about these important elements for Managers, and how to enhance how we work.

19 November, The Gailes Lodge Hotel, Irvine.

All events 12-2, including lunch and networking. To book for any event e mail:

annieclark1@btinternet.com         M 07500 122504

A joint SW  Scotland event, by Captain Hugh Sheils, about human performance under pressure, brought lessonslearned from  the aviation industry,  to the NHS. A lively session was enjoyed by 38 people in at the Fenwick Hotel,  which highlighted the need to manage behavioral performance alongside technical performance.

Any networkers at the event – please post a blog here to share your thoughts.

Any comments or queries welcome – I look forward to hearing from you.

See you soon I hope, Ann.