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September 13, 2013

The Schuitema Coaching Approach

The Role of our Coaches:
1.
What do we contribute to the person?
a.     To facilitate a shift on the continuum of maturation
b.     Our job is to suspend our agenda for theirs
c.     Helping leaders to not be overwhelming by focusing their attention on what they can do to enable others through means, ability, accountability and the leadership diagnostic
d.     Contribute to movement from victim to master
e.     The intent of the coach sits at the core of the coaching relationship
2.
What do we contribute to the business?
a.     Enabling all in the line to work at their level, and not the level below
b.     To operationalise behaviours consistent with their values
c.     Enabling the intent to serve others in teams through behaviours that are practical for others to understand
d.     Our role is to strengthen the line, and therefore it is important to work at multiple levels

3.
Coaching is about skill, Mentoring is about personal excellence – we do both, all the time
4.
The coaches attention must be in-line with the thematic – what this means is that the process of coaching is more important than the outcome
5.
When we coach we are as a much a product of the process as the coachee is
6.
Is their chemistry between coach and coachee – if not, what do we do?
7.
The above does not mean being a “friend” or getting on well with them.
What should ideally be in place in order to enable a successful intervention, both from us and from the client?
1.
We cannot work with corporate psychopaths
2.
Do the values of the business and the values of our work fit?
3.
The more the senior leaders in the business “get it”, the more successful the intervention will be for them
4.
Timing is important – within the client the context and their overall readiness need to be right
5.
The Process of securing an intervention takes patience, with the correct intent
6.
We should only refuse to do work that is fundamentally at odds with what we are here to do
7.
Achieving significant shifts relative to where the client starts off is an appropriate basis from which to plan.
8.
We need to know that the client trusts us
9.
There needs to be commitment from the client to the work
10.
It is important to establish multiple meaningful relationships across the business
11.
We need to deploy the right people to be coaches
12.
Success requires a genuine relationship and intent to serve our customer
13.
Alignment with a business transformation a client is trying to effect has to be a given
14.
The business we are working with need to come to a point where they are able to articulate the real issue or business problem
15.
We will encounter both people and businesses for whom this work will not be successful.  Recognising and accepting this is key to maintaining our integrity
How do we measure success?
1.
Trust Surveys
2.
Leadership Diagnostics
3.
Leadership Audits
4.
The Business’ Scoreboard
What are the elements of our methodology?
1.
There is no single intervention approach that is correct – the approach we use has to be relevant and practical for the business
2.
Watching the game is an essential part of any coaching intervention – one needs to be where the action is
3.
Get out of the classroom and onto the field
4.
Use of the application modules has been very helpful
5.
Leadership profiles:
a.     give immediate focus to the coaching relationship
b.     Leadership profiles help to focus attention on what has developed in the coachee retrospectively
6.
The Leadership diagnostic:
a.     helps the leader to understand the impact of what he contributes in his area
b.     is a valuable learning tool for all who are involved in one
c.     is an essential ingredient in the coaching process
7.
Using the first two attentions drives the coaching message home in a simple way
8.
Our coaching framework is simple, and intuitive, ie:
a.     Identify the learning need
b.     Translate the need into a learning goal
c.     Design the learning process
d.     Measure the outcome
9.
A useful tool is to coach an issue from the point of view of:
a.     What are the intent implications of what has been observed
b.     What are the axiom two implications?
c.     What are the axiom three implications?
d.     Improving the coaching skills of others is a key part of the work we do.
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