Coaching Leaders – Workshop 3 (Questions & Listening I)
The Appleton Greene Corporate Training Program (CTP) for Coaching Leaders is provided by Dr. Jinks, PhD, MBA, BCC Certified Learning Provider (CLP). Program Specifications: Monthly cost USD$2,500.00; Monthly Workshops 6 hours; Monthly Support 4 hours; Program Duration 12 months; Program orders subject to ongoing availability.
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Learning Provider Profile
As an award-winning professional photographer, Dr. Jinks knows the value of viewing challenges through the right lenses to achieve success. After a successful 22-year career in organizational leadership, Dr. Jinks changed lenses to serve leaders from another perspective. Today, he coaches and trains leaders and coaches in both the social and corporate sectors. He is Founder and President of a coaching and training organization based in Columbia, SC. Dr. Jinks is a multi-best-selling author and member of the National Association of Experts, Writers, and Speakers. This Coaching Leaders program is based on Dr. Jinks’ Organizational Leadership Coaching Training (OLCT), a 30-hour, CCE-accredited online program that certifies coaches.
With a Ph.D. in Organizational Leadership, Dr. Jinks regularly contributes to Forbes.com as a member of the Forbes Coaches Council. He is a Board Certified Coach, certified adjunct coach and trainer with Leadership Systems, Inc., and certified Influencer™ trainer with VitalSmarts®. He is also certified as an Academy of Choice coach. He is a teaching supporter of the Right Question Institute and holds a Harvard Business School Certificate in using the Question Formulation Technique™ (QFT).
Dr. Jinks has been featured as a GameChanger® and a Master of Success® in USA Today and The Wall Street Journal respectively, for his fresh take on strategy and leadership through a strategic coaching continuum. He was recognized as one of the Top 10 Most Influential People in Leadership Coaching by CIO Views Magazine, and as one of the 10 most successful leadership coaches to watch in 2024 by Enterprise Wired Magazine. His speaking stages range from The Citadel to Universal Studios, and from TEDx to The United Nations. Dr. Jinks’ globally-acclaimed podcast, The Leadership Window is a Feedspot Top-10 podcast for social sector leadership.
Dr. Jinks’ rapid success as a coach earned him a spot as keynote speaker at the Global LEAP Summit and an invitation to co-author a book, along with such master coaches as Marshall Goldsmith, Mark Thompson, Marc Steinberg, and Chicken Soup for the Soul creator Jack Canfield. Dr. Jinks’ work with Canfield on their second collaborative book achieved Amazon best-seller status in its first week and earned Dr. Jinks an Editor’s Choice Award for his contribution. Dr. Jinks’ signature solo work is titled “Strategic Fail: Why Nonprofit Strategic Planning Fails, and How to Fix It,” which premiered on Amazon as a #1 New Release in February 2018. The 2nd edition is currently in development.
MOST Analysis
Mission Statement
This workshop introduces the two primary skills needed to effectively coach leaders: questioning and listening. Since coaching is not advising or consulting, the conversations are not centered on the coach having the answers. Rather, the coaching engagement consists of the coach asking powerful, relevant, challenging questions that draw out and elevate the coachee’s best thinking. Participants will learn some of the science behind the impact of a question, and they will become acquainted with the various categories of questions that coaches use at various stages of the engagement. In this first look at the use of questions, participants will learn the framework of appreciative inquiry, which focuses on assets and possibilities rather than obstacles, challenges, and barriers. One of the rules of coaching covered in the second workshop is that listening follows questioning. For this reason, this workshop will also focus on the concepts of active listening. Participants will gain practical tips and practice application. This workshop will also introduce participants to the second phase of the 8-step coaching cycle, the challenge phase. In this phase, coaches learn to question the answers rather than answer the questions. This section will teach coaches the value and practice of challenging the coachee’s assumptions and stretching their thinking to higher levels. As in each of the workshops, participants will engage in highly interactive coaching role plays to practice the use of questions, appreciative inquiry, and navigating the challenge phase of the coaching cycle.
Objectives
01. Person vs. Problem: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
02. Coaching Cycle 3: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
03. Coaching Cycle 4: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
04. Coaching Cycle 5: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
05. Coaching vs. Advising: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
06. Questions Mindset: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
07. Questions and the Brain: departmental SWOT analysis; strategy research & development. 1 Month
08. Question Formulation 1: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
09. Appreciative Inquiry: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
10. Active Listening: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
11. Holistic Communication: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
12. Synthesizing Learning: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
Strategies
01. Person vs. Problem: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
02. Coaching Cycle 3: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
03. Coaching Cycle 4: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
04. Coaching Cycle 5: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
05. Coaching vs. Advising: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
06. Questions Mindset: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
07. Questions and the Brain: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
08. Question Formulation 1: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
09. Appreciative Inquiry: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
10. Active Listening: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
11. Holistic Communication: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
12. Synthesizing Learning: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
Tasks
01. Create a task on your calendar, to be completed within the next month, to analyze v.
02. Create a task on your calendar, to be completed within the next month, to analyze Coaching Cycle 3.
03. Create a task on your calendar, to be completed within the next month, to analyze Coaching Cycle 4.
04. Create a task on your calendar, to be completed within the next month, to analyze Coaching Cycle 5.
05. Create a task on your calendar, to be completed within the next month, to analyze Coaching vs. Advising.
06. Create a task on your calendar, to be completed within the next month, to analyze Questions Mindset.
07. Create a task on your calendar, to be completed within the next month, to analyze Questions and the Brain.
08. Create a task on your calendar, to be completed within the next month, to analyze Question Formulation 1.
09. Create a task on your calendar, to be completed within the next month, to analyze Appreciative Inquiry.
10. Create a task on your calendar, to be completed within the next month, to analyze Active Listening.
11. Create a task on your calendar, to be completed within the next month, to analyze Holistic Communication.
12. Create a task on your calendar, to be completed within the next month, to analyze Synthesizing Learning.
Introduction
This program is meant to give attendees the basic tools needed for good leadership coaching: listening and challenging questions. Unlike consulting or advice, coaching is more focused on encouraging the coachee’s own ideas than in offering solutions. By means of this session, attendees will explore the craft of creating strong, perceptive questions that encourage introspection and self-discovery. We will discuss the evidence supporting the effect of challenging and introduce several kinds of questions applied at several phases of a coaching involvement.
The idea of appreciative inquiry—a strengths-based method stressing potential and assets over challenges and constraints—will be especially important. This approach helps the coachee to go from problem-centric to solution-oriented thinking, therefore optimizing their possibilities. Participants will learn how to formulate questions that not only pinpoint but also support what is working effectively in the coachee’s situation, therefore promoting a more optimistic and forward-looking viewpoint.
Following the craft of inquiry, the class will explore the vital ability of attentive listening. Good coaching calls for comprehending, interacting with, and thinking back on the material the coachee provides, not only for responses. Participants will learn techniques for listening that go beyond appearances to catch the fundamental emotions and ideas expressed. Exercises and practical advice will improve participants’ capacity for active listening, thereby guaranteeing they can completely understand and respond to their coachees.
The program will also introduce attendees to the challenge phase of the 8-step coaching cycle, in which the focus moves from asking questions to addressing them. This stage is essential for pushing the coachee to question their presumptions and inspire them to approach their problems creatively and thoughtfully. Using questions that challenge the coachee’s thinking, coaches help them to investigate alternate viewpoints and weigh choices they might not have otherwise thought about.
Participants in the course will act in interactive coaching roles throughout. These drills are meant to hone the strategies for negotiating the challenge phase, appreciative research, and strategic questioning. Participants will have the chance to apply what they have learnt in a controlled, encouraging setting, getting quick feedback and direction by modelling genuine coaching situations.
By the end of this program, attendees will be more qualified to enable transforming coaching dialogues that enable leaders to realize their full potential and attain more personal and professional development. By means of the two pillars of inquiry and listening, participants will leave with a strong toolkit that improves their capacity as coaches, able to lead coachees across challenging tasks and towards successful results.
Integrating Effective Methodologies for Leadership Coaching: Enhancing Questioning and Listening Skills
The course aimed at improving leadership coaching by means of successful questioning and listening combines several well-known business processes and techniques necessary in professional coaching and leadership development. These approaches guarantee that the coaching process is organized and customized to fit the particular requirements of every leader, so promoting a more intense growth and change.
1. Coaching Cycle: The program uses an 8-step coaching cycle, a thorough framework meant to direct coaching from the first encounter through the end of the engagement. This cycle guarantees consistency and depth over the coaching process by means of a methodical approach, so enabling flexibility to meet the dynamic needs of the coachee. From setting objectives to creating and applying plans, each action builds on the next—that is, from now on reviewing results to guarantee ongoing development.
2. Appreciative Inquiry: The main technique used in this course is appreciative inquiry. This method turns the emphasis from solving problems to spotting and strengthening the current assets of the company or person. It is very useful in change management and is praised for its beneficial psychological influence on groups and people, therefore motivating them to see and develop towards their ideal future via a sequence of guided stages.
3. Active Listening: Critical to any coaching process, active listening involves a deep engagement with the coachee, where the coach is fully present, absorbing and understanding spoken words, emotional cues, and non-verbal signals. This skill is pivotal across various disciplines for building rapport and trust, which