Posted by Dragan Donkov on April 23, 2009
I want to share this book with you .It is like a fundament for everyone who want to become effective manager and coach.
This is part of the review made by Keith E. Webb. I hope you will enjoy it.
This book, now in its third edition, is the grandfather of coaching books and approaches. Much of what has come to be known as professional business coaching came from Timothy Gallway and Whitmore’s sports training techniques. As such, the book provides a simple foundation for coaching based on the context of awareness and responsibility through asking questions and listening. He presents the G R O W model of coaching – Goal, Reality, Option, Will – as a format for coaching sessions.
The book begins with a few foundational beliefs of coaches. Unlike old models of management that work from the “carrot and stick” approach, a coach believes in the potential of the client. Whitmore believes that people are only able to change only that which they are aware. Responsibility must stay with the client if they are to perform. Questions raise awareness and yet maintain the client’s responsibility. If the coach tells the coachee something, awareness may increase slightly, but responsibility in now in the hands of the coach, the source of the information. Questions cause the client to pay attention to their actions, think at higher levels, and provide feedback for the coach to work from.
More here
Posted in Business, Management | Tagged: coaching, G R O W model, Management, training | Leave a Comment »
Posted by Dragan Donkov on April 11, 2009
Today is the day! After one year of hard work your performance will be measured and appraised.
It is always better to go prepared for the interview and with a clear structure in your hands to make the most of it.
Here are few things to do before the meeting:
- Think about the past period- spend at least 20 min to go month by month, project by project and put some notes on paper (some performance appraisal systems provide a dedicated form for that ).
- Outline what went well, what was not good, what you’re proud with and what need to be improved.
- The team – think about the team work and spirit, what was your contribution to the team.
- Planning – plan the next period, set your goals and think about what you want to reach and if you have any targets.
- Training – usually this is coming form the respective manager but I suggest you to go prepared with your training needs. They should be in line with your job and career plans and perspectives.
The performance appraisal is a dialogue and you may change some things during the interview. Most of the managers prefer to meet active and participating employees instead of passive and not involved.
At the end of the day your progression is important and you have to take care of it and this is the day were you have to state your vision.
Good luck!
Posted in Business, Management | Tagged: Motivation, Performance interview, team, training | Leave a Comment »
