28th November 2013
Last weeks workshop was great we learnt about making presentations and then got to work on developing our presentation ready for the next workshop.
These are the steps for making a great presentation, whether it is a 2 hour or full day workshop this will put you in good stead. If only I knew this in October when I presented at uni!
1. Braindump of content - write down everything you think you might want to share
2. Write down the outcome - What do I want them to do with this info? What si the next step for my audience? What do you want them to do at the end of the presentation? Is it to support and idea; adopt a recommendation; or think differntly?
3. Filter your content based on what is the outcome for the audience. Dos it relate to our goal? Remove unnecessary ideas / add better ideas.
4. Structure the presentation to create a powerful message.
We were presented with a variation on the 4Mat system - which is a model for delivering training.
http://www.4mat4learning.com.au/what-is-4mat/what-is-the-4mat
This was very powerful and allowed us to structure our presentation in a way that makes sense and focuses on the outcome we want.
It was amazing to see how long it took to do the introduction (WHY?) - nearly 2 hours putting 7 sentences together! But boy it really introduced the presentation well.
I am really excited by this model and have shared it with some colleagues already and its made me think about getting into a developing training and finding a job where I can do this - may just be a dream!
14/11/13
It was great to get the opportunity to practice coaching models with a colleague and use some of the principles of the GROW model in how I direct conversations. I have a colleague who has been working at gaining a coachong qualification this year and I have seen her communication skills develop over the year. She is now at the poitn where she is often able to ask questions to assist a persoon to reflect on their work without it being such a cognitive process. Earlier in the year I observed her conversations changing as she put her coaching hat on now she seems to do this more automatically. (I must give her this feebdack) So coaching takes pratice, like everything else in life.
The GROW model of coaching provided a really clear model for coaching and it ensured that the conversation led to outcomes and strategies to try.
http://www.blueiceconsulting.co.uk/images/GENERIC-GROWCoachingModel.png
Here is some more great info about the GROW model - also it was interesting to think about the GROW model not needing to be followed in sequence "GROW need not be linear. Whilst I have described the GROW coaching model as a linear process you can revisit any of the stages during the process depending on the needs of the client. For example after exploration of Reality you may find your coachee wants to readjust their Goal or having checked their commitment to an action may find that more Options need to be explored first. The thing to remember is that GROW provides a useful framework however, to be effective you need to understand what your coachee’s needs are at any particular point in the coaching conversation. So be flexible enough to take them to the stage that most needs their needs, and there may be times using just part of the model is appropriate."
I found it really easy to have conversation and pretend to 'coach' although I need to allow pauses and wait my turn to speak. I also found that I was busy clarifying what was said and summarising what the coachee said rather than just going ahead and asking another question. It is fun practicing on someone who is also trying to learn to coach.
I am looking forward to reflecting more and practicing more with my coach and coachee.
31st October 2013
Yay! It's done I have finally finished the literature review paper that I was working on with the team. Oh the joys of referencing I had forgotten.
I know its not a perfect paper but I am so glad that it is done and I am happy with the standard. I just hope the other team members are too. :)
The conclusion of review actually substantiate the comments that people working in the sector were telling us about the needs of training for DSWs. All that work and we could have just asked a couple of people in the industry!
I have also made the decision to leave my position at the end of the year and move interstate with my family. It is interesting how this decision and knowing I am leaving has impacted on what work I am prioritising and being asked to complete. I have prioritised completing client work and reduced the amount of work I am doing meeting and discussing things with my manager. I realise this time talking with my manager was such ineffective use of time and did not help me to do my job better or even understand what my job was supposed to be. Its been great getting back on top of the client work and letting someone else manage my manager!
But now the to do list is so much bigger.
7th November 2013
We had an interesting session about managing performance through coaching methods. Unfortunately sick children at home meant I missed the last half of the day. However I did take away some things.
1. There is a difference in being personable and personal.
2. Be curious - help people identify their own goals / their own performance.
3. Coaching is an effective tool in many situations.
4. Being a coach doesn't mean that you lose your manager hat.
http://sabinetobback.be/wordpress/?page_id=419
The GROW model of coaching is simple and effective and I look forward to giving it a try when doing some coaching sessions next week. I think coaching would be helpful in situations where people need to start taking on more challenges, rather than letting them be the new person 3 years later it is important that the expectations remain high and there are enough challenges to push people forward.
I have found it really difficult going from colleague to team leader, with clashes over my role, am I a friend? a coaching team leader? a peer?
I realise now I have allowed colleagues to become friends, stepping over the barrier into personal rather than just being personable as a team leader and peer. I've done this to ensure the relationship is established however it does make it difficult to help people who are not performing gain insight and know what to do.
It is
