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TAKING THE COACHING APPROACH

GRAHAM TAYLOR

FRIDAY JULY 23RD

 About the course.

The ‘Taking a coaching approach’ workshop offers an additional developmental tool for those who work directly with people that is built on a style of communication and motivation aimed at unlocking a person’s potential to maximise their performance. Rather than ‘telling, directing and instructing’ the coaching approach aims at developing internal or self-motivation – aiming at the ‘inner person’ rather than external motivators. It is aimed at helping a person learn rather than teaching them.

The aim of the workshop is to provide coaching principles and processes and practice sessions to consolidate within people helpers a methodology that taps into the potential that exists within the client or patient. The methodology focuses on questions that raise awareness (what is happening around the client or patient; raise self-awareness (what they are experiencing personally) and to raise responsibility (take responsibility for their actions and increasing ownership and accountability).

Practical content

Practical coaching principles and processes are demonstrated, elaborated and practiced within the workshop. The workshop involves two full practice sessions of combining the coaching principles, coaching process (the GROW model) and the listening and speaking skills of the coaching approach.

Material Provided

A full set of support notes are provided for each participant that covers the principles, processes and the listening and speaking of the coaching approach.

Target Audience

The coaching approach can be applied to any, and all, human interaction. It is particularly relevant to those engaged in people helping, people management, people leadership, people development and people care.

Session One:  Defining Coaching and the Coaching Approach

• What is coaching?
• Coaching demonstration and debrief
• Distinctions between professions (mentoring, consultant, manager, therapy, counselling etc)
• Listening as a coach – listening ‘to’, ‘though’, ‘just’ and the 3 ‘A’s of listening

Session Two: Coaching with the GROW Model

• Introduction to the GROW model
• Working with the GROW coaching questions
• Coaching practice and debrief

Session Three: Facilitating a Coaching Conversation

• Speaking with clear intention
• What makes a good coaching question?
• Genuine inquiry and unattached advocacy

Session Four: Further Practice Facilitating a Coaching Conversation

• Coaching practice
• Debrief and highlight learning applicable to the OT role

About the Speaker

Graham has spent the past 51 years of his life encouraging, supporting, and developing people in leadership and management roles.

Graham has had extensive experience in the Training and Development field. This experience started in the field of Youth Work where he was instrumental in developing strategic training and development for Youth Workers and young people and then, in the mid 1980’s, he moved into the management and development consultancy field within organisations. His consultancy has three interrelated arms or services: Leadership development, Coaching and Facilitation services and a Training arm.

Over the 37 years Graham has built up a formidable client base that includes small to large business enterprises, government organisations and ‘not for profit’ groups covering such sectors as health, human services, education and training, oil and gas, mining, finance, and manufacturing. Over the past 26 years there has been a clear bent toward leadership development and the powerful process of coaching. Today, within the scope of the ‘three arms of the consultancy’ up to three quarters of Graham’s professional time is focussed on Executive Coaching (coaching leaders and managers) within a wide range of organisations.

Graham was first introduced to a ‘formal’ coaching structure in 1994 while working overseas. The coaching model provided a powerful structure and a use of linguistic tools that clearly assisted clients (and himself!) in developing the inner person and producing possibilities and options that did not seem visible outside of coaching. This in turn led to a pursuit of coaching models and methodology that peaked in the completion of a Graduate Diploma in Professional Coaching from the Newfield Institute (Australia) in 2001 that focused on ontological coaching models and frameworks.

In the past 20 years Graham has coached around 480 people for a total in excess of 500 coaching hours. He is usually coaching between 35 – 45 clients at any given time. His coaching tends to move in and out of what he likes to call ‘Outer Work’ and ‘Inner Work’. Outer Work being coaching for performance – to do with setting and achieving goals and choosing and executing actions. Inner Work relates to coaching for ‘being’ and is to do with beliefs, values, purpose, and confidence.

Over the past 8 years Graham has designed and facilitated a program titled ‘Taking the coaching approach’. This program has been used extensively in Saint John of God Health Care hospitals and facilities across Australia to develop health care workers to develop a coaching approach. It has also been used extensively in the WA Health Department, including Country Health (WACHS).

Qualifications/accreditations

• Bachelor of Commerce, University of Western Australia (1977)
• Diploma in Ontological Coaching (2001)
• Modules 1-3, Advanced Diploma of Ontological Coaching (2006 – 13)
• Certified Ontological and Leadership Program (2019)
• Diploma in Leadership and Management, ETAS Group (2016)
• Diploma of Management, ETAS Group (2014)
• Diploma of Public Administration, Perth Technical College (1971)
• Certificate 4 in Training and Assessment, ETAS Group (1999)
• Professional Certified Coach (PCC), ICF (2008)
• Experience in debriefing Lifestyles Inventory, DISC profile and Myers Briggs in a coaching context
• Co-Director of Programs (2011) and Faculty member of Coach School (2004 – 2013)

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**PD Registration Form 2021

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