## Metadata - Author: [[John Whitmore]] - Full Title: Coaching for Performance: GROWing Human Potential and Purpose - The Principles and Practice of Coaching and Leadership - Category: #books - Topics: [[Coaching (Index)]] ## Highlights * See the client as capable, resourceful, and full of potential * Awareness: knowing what is happening around you or what you’re experiencing, high-quality relevant input * Questions: * Desired effect: increased awareness and responsibility on behalf of the client * Above all, questions must be authentic * Open questions * "Why" often feels accusatory * Questions should follow the interest of the coachee; but also what they’re avoiding * What would be helpful for us to look at next? * Avoid leading questions and criticism * Be non-judgmental * What advice would you give to a friend in your situation? * Imagine having a dialogue with the wisest person you can think of. What would they tell you to do? * What else? * What would you like to explore next? * I don’t know where to go next with this. Where do you want to go? * What’s the real issue? * What is your commitment on a scale from 1-10 to doing it? What can you do to make it a 10? * Listening: * Don’t prepare your next question in advance. Hear the coachee through, and then pause if necessary before the next question comes to mind. * Intuition is your best guide * Interest holds your attention. Be curious about them. * Coach should take notes so coachee is free to think * Reflect or mirror * Paraphrase * Summarise * Clarify * Grow model * 1. Goal * What do you want? * Key: spend a lot of time at this stage first. Then cycle through the other stages and refine G along the way. * Inspiration and stretch * Global, but also for each session * 2. Reality * Where are you now? * Don’t start with reality to avoid limiting your thinking * Actions taken so far, results, blocks * 3. Options * What can you do? * Possibilities and alternatives * 4. Will or way forward * What will you do? * Summary, plan of action, future obstacles, commitment, accountability * Goals * Coachee defines goal for the session: what would you like to get out of this session? * End goal: longer term thinking, inspiration, without your control to some extent * Performance goal: within your control, means to measure progress, good chance of achieving end goal, key result * Process goals: how much are you ready to invest in the process? * Spend a lot of time at this stage at first until you’ve identified an inspiring goal that will maintain high energy and enthusiasm * Encourage coachees to aim high * Reality * Stay objective * Hold off on generating options * Options * Create a large quantity of options * Don’t filter at this stage * Will or way forward * Action plan * Accountability * Clarify details of the chosen option * When will you do it? * What obstacles might come up * Check whether it’s in line with the goal