1. The practice of using 360 Degree feedback in Coaching
CEO Coach Program
Appraisal is one of the most popular tools used to gather data about coaches. It is popular because it is easy to administer, very credible from a data perspective and
most importantly is extremely actionable. While 360 degree feedback is normally done using a tool, behavioral coaching technique coaches make two departures,
*Coaches undertake personal interviews with the respondents nominated by the coachee and also give him/her the flexibility to focus on critical issues that emerge.
*Coaches tend to use the 360 degree for feed forward rather than feedback. In other words, coaches focus a lot more on identifying what the coachee can benefit from doing in the future rather than delving into the past.
Presenting 360 degree data to the Coachee, Life skills coaching
Coaches recognize that their biggest job is to present the data rather than gather it. This is where skilled coaches stand apart. As it the case in any feedback situation, coaches tend to go through the classical stages of S.A.R.A.H. (Shock, Anger, Rejection, Accepted and seeking Help). Coaches use all their skills of empathy and encouragement in helping their coaches come to terms with how the outside world perceives them. Coaches spend quite often two or three sessions to help their coachees grapple with these new insights. With adequate care coaches are able to distil key behaviors and competencies that the coachee should focus on to make a difference to himself/ herself.
Setting Coaching Goals
The coaching relationship starts with a broad coaching agenda like “enhancing leadership effectiveness”. At this stage, the coach may not be very clear about what will help the coachee enhance his/her leadership effectiveness. At the end of the 360 degree process and perhaps after looking at some psychometric tools, the coach and coachee may agree to work on a particular behavior like assertiveness or work to overcome the mistaken belief of having to always receive everyone’s affection and approval.
Once the coaching goals are clearly defined, the coach would have extracted real value from 360 degree feedback and would have already put the coachee on the
path of change.
2. News From CFI
Certified Business Coaching & Executive Coach
CFI’s accreditation programmes have been expanded to accommodate a wider range of participants, as well as to fit them into a level of rigour and proficiency that is
compatible with their work experience and prior exposure to the coaching process.
Corporate Leadership coaching & Training
Our flagship programme, Executive & Business Coach Accreditation Program (EBCAP), has been rechristened CEO Coach Accreditation Program (CEOCAP), a “Fast Track” CEOCAP has been launched, specially targeting candidates who have already been practicing Coaching for considerable periods of time. We also plan to conduct a Leadership Development Coach Accreditation programme (LDCAP), which is shorter duration programme, designed for participants who wish to become more coaching oriented in their managerial style, play the role of internal leadership development coaches within their organizations and progressively extend this role to client organization.
CEO Coach Program
Appraisal is one of the most popular tools used to gather data about coaches. It is popular because it is easy to administer, very credible from a data perspective and
most importantly is extremely actionable. While 360 degree feedback is normally done using a tool, behavioral coaching technique coaches make two departures,
*Coaches undertake personal interviews with the respondents nominated by the coachee and also give him/her the flexibility to focus on critical issues that emerge.
*Coaches tend to use the 360 degree for feed forward rather than feedback. In other words, coaches focus a lot more on identifying what the coachee can benefit from doing in the future rather than delving into the past.
Presenting 360 degree data to the Coachee, Life skills coaching
Coaches recognize that their biggest job is to present the data rather than gather it. This is where skilled coaches stand apart. As it the case in any feedback situation, coaches tend to go through the classical stages of S.A.R.A.H. (Shock, Anger, Rejection, Accepted and seeking Help). Coaches use all their skills of empathy and encouragement in helping their coaches come to terms with how the outside world perceives them. Coaches spend quite often two or three sessions to help their coachees grapple with these new insights. With adequate care coaches are able to distil key behaviors and competencies that the coachee should focus on to make a difference to himself/ herself.
Setting Coaching Goals
The coaching relationship starts with a broad coaching agenda like “enhancing leadership effectiveness”. At this stage, the coach may not be very clear about what will help the coachee enhance his/her leadership effectiveness. At the end of the 360 degree process and perhaps after looking at some psychometric tools, the coach and coachee may agree to work on a particular behavior like assertiveness or work to overcome the mistaken belief of having to always receive everyone’s affection and approval.
Once the coaching goals are clearly defined, the coach would have extracted real value from 360 degree feedback and would have already put the coachee on the
path of change.
2. News From CFI
Certified Business Coaching & Executive Coach
CFI’s accreditation programmes have been expanded to accommodate a wider range of participants, as well as to fit them into a level of rigour and proficiency that is
compatible with their work experience and prior exposure to the coaching process.
Corporate Leadership coaching & Training
Our flagship programme, Executive & Business Coach Accreditation Program (EBCAP), has been rechristened CEO Coach Accreditation Program (CEOCAP), a “Fast Track” CEOCAP has been launched, specially targeting candidates who have already been practicing Coaching for considerable periods of time. We also plan to conduct a Leadership Development Coach Accreditation programme (LDCAP), which is shorter duration programme, designed for participants who wish to become more coaching oriented in their managerial style, play the role of internal leadership development coaches within their organizations and progressively extend this role to client organization.
