Thursday, 25 February 2016

Possibilities Unlimited..!!


What works at Individual level?


Monday, 22 February 2016

ITC Event on Appreciative Inquiry



At the ITC Event @IES Management College and Research Centre-An insight into Appreciative Inquiry and world of Change Management. Blend of Learning and Networking for all of Us:)

Anand Dewan on Role of Experiential Learning

Honoured to be in the same picture frame with Mr. Anand Dewan, CEO of BLD Group (Blanchard India, Vital Smarts and DOOR Training and Consulting India) . He spoke on the role of Experiential Learning & Leadership Development at the L&D Global Mumbai Meet in Feb. Lots of takeaway and insights from the cases shared by him that made the meeting event valuable for All.

L&D Global Mumbai Meet

My first role as moderator at the L&D global Mumbai Meet @Siescoms, Navi Mumbai . An enriching event with lots of Learning, Collaboration, Cocreation and Contribution from all the participants:)

David Cohen and Pearls of Wisdom

With David S. Cohen of Strategic Action Group Ltd at an L&OD Roundtable Masterclass in Mumbai where he spoke on:"In the Box-The Power of keeping Organizations aligned in their Values" . An insightful session on Organizational Values and how it impacts the very being of the Organization and its sustenance long term. Pearls of Wisdom.

Awakening my soul



With Rae Chandran at the Creation Code and Inner Awakening journey. Was blessed by him as follows: "You will complete your spiritual journey and be blessed in this lifetime.be aware and follow your life path." The feeling was exhilarating:)

Wednesday, 10 February 2016

Myths around Coaching and the truth

Myths around Coaching and the truth :

1. Only the weak need coaching. Coaching is for All-anyone wanting to move from good to better to best with relation to where they are currently. Today, Coaching is widely sought after by the top Ceo's /Leaders of the world more than it is for the average individual betterment.
2. Coaching is often mixed up with Counseling /Mentoring and the difference is a thin demarcation. Coaches need to mentor too otherwise their worth is not felt by the sponsor.
3. Coaching is difficult as answers are not provided. Coaching helps get the answers through effective questioning techniques and  so should not be thought as something to avoid if the result/route taken takes longer to arrive at desired takeaways.
4. The Coach has to be from the same field as the coachee for effective result orientation. This is not necessarily correct. Mentors need to be from the same field; coaches need not be and can still be effective in their functions is what has been the global observation.
5. All problems can be solved by coaching. this is not at all true! If the coachee does not have a buy in then the coaching engagement just wont work no matter what one tries to do !! Sometimes, inspite of buy-in too, answers do not come in but a shift in attitude is witnessed.
6. Coaching cannot be measured so training preferred. The two are different interventions and coaching can be measured too both qualitatively as well as quantitatively.
7. Time spent on Coaching decides efficiacy. Really? It's not the hours that the Coach spends but the time and energy used by the coachee to improve himself/herself  that finally decides the result of the Coaching success.
8. Coaching is a luxury and not a need in today's world! Absolutely wrong to make such a statement.  How can improving oneself be a luxury and not a need? Are only the bare essentials need for sustenance? In this fast paced world, coaching is more a need than a luxury, if one has to survive the dynamic environment at work/socio-globally.
9. Online coaching is not as effective as personal face to face coaching. On the contrary, it has been found that in some cases, online coaching has proved to be more effective as the coachee was in a space, undisturbed and more at ease than a formal environment at work.
10. Only the expensive Coaches are worth it!. This is far from true. Experience matters more than the cost/fees of coaching as there can be varied reasons for pricing of a product/service.  Many successful coaches price their services in a manner that they deem fit and may do an odd intervention pro bono too to get their foot into a new/global region/area.

How did you find this article? Did it bring in a new element to light? Think about it!

                                                                                                         Parineeta Mehra 

Gagne's Learning model blended into Coaching

Robert Gagne (1916-2002), an educational psychologist who pioneered the science of instruction in the 1940's. He is famous for his nine step learning process that outline each element required for effective learning. The model is useful for all kinds of Learning but in this write-up, i am exploring how we can use it for Coaching teams in a work environment. The nine steps are as follows:
1. Gaining attention- When we begin any coaching engagement, it is with the aim that the coachee will hopefully gain from the attention and guidance through the framework being followed by the coach.This is done by understanding why the engagement is required and how it will benefit the coachee ie. the learner.
2. Informing the learner of the objective- This forms part of the coaching agreement that kick starts the engagement. This allows the learners to organize their thoughts on what they will learn and
   do differently , whilst stating that the coach is merely an enabler in the self /team learning process.
(The first two can be seen as forming part of setting the foundation of the Coaching Agreement)
3. Stimulating recall of prior knowledge-
  1. Start by building on what the learners already know
  2. Add more details and information over a period of time through effective questioning techniques
  3. Allowing the learners to perform /learn on their own, even if they err.
  4.  The fading process begins by slowly removing the support in order to give the learners more responsibility. 
 4. Presenting information by using sequencing and chunking when asking the what and how questions to help the coachees' understand their current situation and where they want to be at the end  of the engagement process.
(This can be related to part of Communicating effectively of the Core competencies of Coaching)

5. Providing knowledge-Real life situations incorporated into questions that will help the coachees' push themselves for direction/pushing them out of their comfort zones to procure necessary  
   answers for the next step.i.e performance.
6. Eliciting performance-Letting the learner/coachee  do something with the newly acquired behavior, skills, or knowledge .
7. Providing feedback-The coach checks to see if the coachee is incorporating feedback into gauging the progress in desired area/s.
8 .Assessing performance-The ROI measurement/alternate matrix used evaluate the learners to determine if the lesson has been learned and provide general progress information.
9. Enhancing retention and transfer-Put the learners in a learning transfer situation, and review the takeaways at end of the Coaching agreement.
( Facilitating Learning and Results  -the last leg of the Core competencies of Coaching)
        
Did you find this useful? Did it help you look at/explore a different perspective of Gagne's Learning Model with respect to Coaching Competencies that match the different levels of learning? After
all, isn't coaching another form of learning by exploration?

                                                                                                                                                                                                                                                                                                                                                                                               Parineeta Mehra

Friday, 5 February 2016

Coaching explored


Response matters!!


Take Risks...


ICF International Visit@Taj


Instinct...Always works!!