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Coaching
Main feature
“If it’s about the execution of my job on While each camp can show benefits to
a day-to-day basis, then it’s appropriate their reasoning, it is a matter that the
Question Time with
for my manager to do that – if however I organisation must consider and decide
had a poor relationship with my manager which suits, prior to choosing to initiate
Hugh Murray from
then it would be inappropriate,” adds coaching into the organisation. Scott Bradbury
Myles Downey. “It depends on the nature
of the coaching.” Jackie Keddy found that coaches as line
The Power of Questions
managers was not the solution for the in Coaching
In contrast, Philip Ferrar from Blaise Met. Her case study (page 17) of hard
Consulting believes that coaches should work and determination to establish
not be direct line managers: “There’s a coaching within the demand and control
Q1: How would you describe the
large contingent in the coaching world that culture of the Metropolitan Police shows
process of coaching?
holds an over-optimistic belief that borders it was a great feat, and her struggles and
There are as many definitions of
on the evangelical – that all managers achievements clearly highlight some of the
coaching out there as there are people
should be and can be effective coaches,” main issues surrounding creating a culture
who purport to know anything about
he explains. “My research leads me to the with coaching. The coaching must suit the
it. For me it’s a style of management
view that most managers can be effective organisation, rather than the organisation
– the essence is to encourage people
coaches outside of their line, however a being made to suit coaching, and this
to reach their full potential and you
manager can only coach people effectively can only be done through a careful and
do this by encouraging self-belief and
within their line when the sun is shining.
considered approach.
self-development. As a manager we
By that I mean when the climate at work is
achieve all our results through people,
largely trouble-free, positive and optimistic,
and the better they do, the better we
when there are no clouds hanging over the
With thanks to:
do. We need to encourage success; a
team or individuals within it.”
powerful style like a coaching style of
Ian Ballantyne, Head of Advisory and
Research, Department for International
management can help them succeed.
Ian Ballantyne believes that both line
Development (DFID). www.dfid.gov.uk
manager and coach have a role to play
Q2: Why is it so important to
in coaching. While the DFID develops the
Myles Downey, Managing Director,
ask questions?
coaching skills of its line managers, an
The School of Coaching. One of the most crucial skills that a coach
internal coach is a staff member who is
www.theschoolofcoaching.com
needs is the ability to help people think
outside the direct management line of
for themselves. Questions are incredibly
the person they are coaching and who
Philip Ferrar, Partner with Blaise
powerful as a tool for helping people to
Consulting, part of the Momenta
has been trained to use the tools and
think. Statements provoke challenge or
Holdings Group. www.m-hl.com
techniques of coaching. “Working outside
objections and even resistance, whereas
the management line enables a broader,
questions provoke thought. If I say the
Malcolm Frow, Director of
more confidential approach to development
In-Company Programmes, The Academy
best way to do something is this way,
where the coach can focus on relationship,
of Executive Coaching. www.aoec.com
you’re immediately likely to challenge
behavioural or performance development
that, whereas if I say: “What is the best
that may be more sensitive to the coachee’s Clive Johnson, Director, Proactive Style.
way to do this?”, that immediately gets
immediate team or department. www.proactivestyle.com
you thinking. Managers building coaching
into their style are trying to help people to
“We’ve worked hard to get the message
Jackie Keddy, Detective Chief Inspector, reach their full potential by encouraging
across that a coach does not have to
Metropolitan Police Leadership Academy.
self-belief and self-development.
be an expert in the subject area or role
www.teammet.com
of the person being coached, but they
Q3: Can you give me an example
do need to be skilled in techniques
Gladeana McMahon, Vice President,
of coaching questions?
Association for Coaching.
for questioning and structuring If you come to me as your manager
www.associationforcoaching.com
conversations to help the coachee to with an issue, then I will help you clarify
develop their own ideas and solutions
Hugh Murray, Director, Scott Bradbury.
it: “Can you tell me more about this?”
relative to their particular management
www.scottbradbury.co.uk
“How do you see the situation?” These
or leadership issues,” says Ian. are good coaching questions you need
The International Coach Federation,
to ask the individual to think about the
Gladeana McMahon agrees that in the New York, USA. www.coachfederation.org most important priorities. The thing to
context of one-to-one coaching sessions, remember about a coaching question
“line managers are not normally best is what is the intention – and that is
placed to play the coach”. If it’s a coaching
Ian Ballantyne will be speaking at
to help. It’s not a manipulative question –
management style being established then
the World of Learning Conference on
the manager is not trying to manipulate –
‘Developing coaching and mentoring
she feels some “old-style managers find
into an invaluable L&D resource’ at
the effect is to help the individual think.
it hard to hold back on the temptation
15:00 – 16:45 on 19 November. For more
to tell” rather than question, and so it
information visit www.learnevents.com or
See our new review page for more details
therefore becomes dependant on the call +44 (0)20 8394 5171.
on the coaching DVD: The Power of
Questions on page 49.
organisation’s preference and choice.
Learning Magazine
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