Climbing to better coaching

What are the key characteristics of being a coach? Kim Cofino suggested the following as the main characteristics:
-Approachable
-Flexible
-Reliable
-Passionate (Self Starter)
-Relatable (empathetic)
-Knowledgable

This seems a very coherent list. Although, I would adapt the final point. I think it is important to be knowledgable. However, the vulnerability of working through a problem with someone when you both are on a voyage of discovery is an exciting one. Sometimes what people really need is an ally, a supporter, someone they feel comfortable with and that is enough. They don’t always need solutions, just a person they can rely on to help scaffold their voyage and go on that voyage with them.

Honestly, the biggest challenge is having the qualities above. I am flexible, I drop what I am doing to help people in need. I am always available and when someone has reached a point where they just need support, then they know they can contact me and I will be there. However, does this make me a good coach? I currently think not. It makes me a nice person. An empathic, flexible, reliable, relatable and knowledgable person. For sure, I am all of those things. I have feedback from staff that say just this. I have messages of thanks. I have unwavering support, from staff and senior management, when I run trainings sessions. However, you can be all these things and more, and still not be a great coach. NB I know there is also passionate. I am passionate about staff development, and I am proactive, however, I do recognise this as an area of development. I do need to be a stronger advocator for the coaching program.

That is my biggest challenge as a coach. What is the key ingredient that I am missing. What do I need to do to be the best possible coach I can be? How can I develop my coaching role in the 20% timetable time allocated?

So what can I do:
1. Track how I am spending my time – what is effective and what is not?
This is something I have just starter and will see what unfolds. Write down what you do, who you see and how long it takes

2. Gain more insight into the staff.
To be honest I am dumbfounded that I have not done this before. I have it mentally, but not in the structured way.
At the recent learning2 conference, a speaker spoke about 3 carriages on the technology train​​
– Staff who are “in” they do not need convincing they are in and can be advocates
– Staff who “need convincing” they are not “in” but they will be if they are shown the benefits
– Staff who are “not convinced” they will not change easily and are often convinced that they do not need to change.

He talked about trying out ideas with the “in” carriage and using them as advocates. Concentrating your training efforts on the “needs convincing” as these may become the advocates that move the “not convinced” group into the “need convincing” group.
It struck me that I may be using my time on a group who are not ready for change and missing the “wins” from the group that need support to make changes.

3. Improve my coaching techniques.
Using skills from this course to make my coaching more structured. Trying to use more listening and questioning techniques to get to the heart of the problem, whilst ensuring that the coachee has been heard!

I have just read Kim’s post and the coach she described is the coach I would like to be, the person who gives space for questions to be processed and answered. A person who can “closely listen to what is being said and at the same time process not only what is being said but how it connects back to the purpose of the discussion”

4. Advocate for coaching
I think I have possibly been spending too much time waiting for a fix. However, I need to advocate for coaching and show it’s worth (beyond the positive feedback and good relationships), developing a product that leadership see it as an integral part of the dynamics of the school. This scares the living daylights out of me and is so far out of my comfort zone. I guess I need to see my self-worth before I can advocate for the program…gulp! Here’s that imposter syndrome again!

An impressive list! Maybe too ambitious, but I think this will help me unpack where I need to develop the coaching program. Only issue is where to start ;0)!