%% #📓 #📢 #🟠 %% # Why Coaching Fails and How to Fix It - Scudder 2022 ![[calendar-plus.svg]] <small>Jan 13, 2023</small> | ![[calendar-clock.svg]] <small>Jan 13, 2023</small> **Speaker(s):** Tim Scudder **Citation:** Scudder, T. (2022, March 22). *Why coaching fails and how to fix it* [Webinar]. ATD. https://webcasts.td.org/webinar/4364 --- # Abstract A webinar discussing how to use relationship intelligence to facilitate coaching and improve performance and skill development. Also discussed are removing biases that limit coaching effectiveness and mstering a coaching mindset that builds trust and commitment. ## Key Takeaways - Coaching is not just a process to follow, or a set of tools to use. To be effective, it requires developing a relationship with the coachee. - In order to co-create a relationship it is important that you really know and understand the other person. - Coaches can guide coachees to [[re-cast the past]] and [[co-create the future]] by helping them uncover *why* they want to do something differently/get different results. # Notes & Important Ideas ### Coaching fails when it is just seen as something that managers do. - Responsibility and metrics are primarily on the coach. - Need to look at interactions between the coach and coachee to better measure effectiveness of coaching. - Coaching relies on people taking action after the coaching session. ### Coaching is a relationship that develops both people - Need to improve the [[relationship intelligence|intelligence]] in the [[relationship]] to get better results - [[coaching|Coaching]] is not just a set of skills or a process that a coach enacts, it's something that happens between the coach and coachee. ### Memory science helps us understand how the brain plans for the future, which is important in coaching. - Two different types of memory: [[semantic memory]] and [[episodic memory]] - The past and the future use the same network of systems in the brain - [[episodic simulation]] - Primary function of memory is to use knowledge and experiences from the past to make decisions today that will benefit you in the future. ### Quality of relationships can be evaluated across the dimensions of time - Past - How favorably we view our shared experiences. - Present - Effectiveness of interactions - Future - Attractiveness of shared expectations ### Temptation in coaching is to push behavior to achieve desired results - When there is a gap between desired results and present results, sometimes there is a tendency for coaches to try to push at the behavior level - There is naturally resistance to changing behavior, so if we stop pushing the behavior tends to bounce back ### To make behavior change more sustainable, authentic, and self-generated focus on underlying motivation - Help coachee determine *why* they want to do something differently to get a different result - Use three coaching tools: 1. [[re-cast the past]] - It is not forgive & forget, ignoring, or dismissing - It is adding information, exchanging perspective, challenging assumptions 2. [[master the moment]] 3. [[co-create the future]] ### The purpose of a good coaching relationship is to build trust, generate commitment, and drive results - How well you know your coachees is essential to co-creating the relationship - What energizes and drives them? - What do they want to be valued for? - Why do they come to work and what do they want from their role? - What are their conflict triggers? - What is their main focus for development and growth? ## Connections to Other Materials # Personal Reflection & Application --- # Other References TBR:: 🔖 Relationship Intelligence by Tim Scudder TEL:: SDI 2.0 ## Tags