#CoachingRole #CoachingProcess #Competencies #SkillsWill #TripleLoopLearning

#CoachingRole #CoachingProcess #Competencies #SkillsWill #TripleLoopLearning

#WalkingPathTogether #ClientLeads #CoachAccompaniesClient

#Agreement(s) #Trust (#Credibility #Requests #Conditions-of-Satisfaction #Promises) #JourneyTogether #NewPossibilities-OAR-usingBEL

#Know-KnowHow-ShowsHow-Does 

#WhenToCoach-Instruct-Teach-Manage-Lead-Mentor (Know when to, and when Not to Coach)

Poh-Sun Goh

19 June 2021, 0405am, Singapore Time

#RolesOfHealthcareProfessional = (include) Teacher, Instructor, Tutor, Guide, Role Model, Mentor, Colleague, Peer, Teammate, Manager, Leader, Coach (In dynamic interplay)

Know myself, know others, know setting + Observation (deep, informed, moulded by training, experience, insight, motivation i.e. with skill, will and situational awareness) + Action = effective and efficient Outcomes (includes triple loop thinking and learning - values and outcomes driven, adaptive and innovative thinking 🧐 🤔 and application!) - Poh-Sun Goh, 19 June 2021, 0557am, Singapore 🇸🇬 time

https://pohsungoh.blogspot.com/2021/06/listening-to-coach-coachs-mantra-or.html

https://pohsungoh.blogspot.com/2021/06/coaching-masteringcoaching.html

https://pohsungoh.blogspot.com/2021/06/whencoaching-itsallabouttheotherperson.html 

https://pohsungoh.blogspot.com/2021/06/3ideas3practices-for.html

https://pohsungoh.blogspot.com/2021/06/7-steps-to-peak-performance.html

Kalawski, J.P. The Alba Method and the Science of Emotions. Integr. psych. behav. 54, 903–919 (2020). https://doi.org/10.1007/s12124-020-09525-4

https://www.albamethod.com

Bob Newhart-Stop It (YouTube)

Cookie Monster, Life Coach (YouTube)

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Ontological Coaching Session Script - TAPOM Program (Version 1.1, by Poh Sun Goh, 19 June 2021, 0645am) 

Hi …

Over lunch, (one hour), let me offer you an experience of an ontological coaching process, with you as the person being coached, and me taking on the role of coach.

With your permission, I will digitally record this session, for your records and to review, and also to allow my coach to analyse our interaction. His feedback and comments on our session will be shared with both myself, and you by email.

This whole process will be confidential between you, me and my coach.

Let’s start.

I will begin by getting some information about your background, and our current practice and work setting, for the benefit of my coach (who will review our interaction as a digital audio file).

Tell me about your background, and your personal and professional aspirations and goals (at work).

I will be both listening and taking notes to take our discussions further into areas that you bring up.

[Will next spend at least 45 minutes listening, taking notes, asking open ended and follow up questions, and specifically not offering any advice]

Intermittently, will touch base, and summarise my observations, to ‘fact check’ and ‘impression check’ with my ‘client’.

We have spent the last 45 minutes or so interacting and exploring areas of your interest, concerns and priorities. 

Let me summarise these to make sure I have ‘heard’ you accurately and completely. 

Please let me know what insights you have gained from this process.

What would you like to ask me specifically about areas which you have brought up?

[At 60 minutes, end of lunch hour, bring session to close, thank client, and promise to email digital file to both client and my coach as three individual confidential email (client, myself and my coach), for my coach to then add his comments to this interaction, for both myself, and my client]

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