Fancy a piece of my Coaching Pie!
by Jason Stevens – Owner of Ican Development Ltd
I’ve been doing some Business and Career Coaching with a very dynamic and forward thinking big brand company. I was amazed at how much the employees loved the business. At first I thought it was down to the free fruit, breakfast AND lunch they receive.
However, after a few coaching sessions with colleagues who work in different parts of the business and at different levels, it soon became clear that they love what they do because they can clearly see the positive impact they have on their customers and each other on a daily basis.
But… they also still face the daily challenges most of have in the world of work;
So when it comes to coaching someone with what often feels like little in the way of quality time how do we encourage them to get to the point and focus on the real issues and areas of opportunity that are going to make the biggest difference?
Now being a seasoned coach who knows how to do this well with just a few powerful questions (nothing like blowing your own trumpet sometimes ;-). It doesn’t take me long to clarify and summarise what it is the Coachee is striving for.
However, for a lot of people, the world of Coaching is a minefield of Do’s and Don’ts and a competency expected of Managers and Team Leaders yet rarely developed as a Core Functional Competency with the attention and care it deserves to create Managers’ as Coaches in the workplace.
So, I want to share with you a simple tool that I used when I was a Manager in my Corporate Career that has stood the test of time and may help you… by providing a framework and structure to keep your coaching conversation on track and focused on the topics that really matter.
The tool is great but it is not a magic wand and does require two basic coaching principles to be in place.
The principle of Listening
“A wise old owl lived in an oak
The more he saw the less he spoke
The less he spoke the more he heard.
Why can’t we all be like that wise old bird?”
The principle of being Non-Judgemental
“Judging a person doesn’t define who they are… but it does define who you are.”
Ican Development is offering the highly successful “Manager as Coach” – 2 Day Coaching Skills Workshop for HALF PRICE! www.icandevelopment.co.uk
The Business Coaching Pie
The Pie (sometimes known as a Pizza) is one of the most commonly used coaching tools. Most coaches have one hidden away in their files or folders somewhere.
Whilst coaching with my client recently (and taking full advantage of the free fruit), I remembered how many of my clients found the Coaching Pie to be very valuable. So, looking at it with fruit fuelled fresh pair of eyes it is easy to appreciate this wonderful exercise that draws its success from its simplicity.
When coaching sometimes the person has a very clear view on what he /she wants to work on, but sometimes the problem / opportunity is defined more general. “I just want to feel more motivated,” or “Something is missing from my work and I’m not sure what it is.”
If this happens you can get straight to the point and use this brilliant little tool.
Toot toot! There goes that trumpet again!
The Coaching Pie will help you focus on the priorities and find out where to commence the coaching discussion.
It’s simple. I’m sure you will get it straight away but feel free to email me if you get stuck.
It’s visual. Sometimes coaching can be overbearing. This gives us something we can both look at and work with visually that makes sense.
It’s adaptable. You can change it quickly and simply to meet the needs of your coachee. Again, email me if you want a version in PowerPoint that can be edited quickly and easily.
It’s quick. It only takes the time to drink a cup of coffee on average. And everyone gets time for a cup of coffee now, don’t they?!
Why to use it?
Because you are trying to move forward and improve a balance in the coachee’s view of work by exploring their levels of satisfaction in the key areas relating to their world.
The tool itself will not solve all the problems (think back to the two key coaching principles), but it can ignite the initial insight into what needs to be done and used over time it can be a great motivator of progress made and achievements along the way.
The Pie is not limited to the headings I have added here. This was just one that I used recently based on a basic understanding of the business and the coachee I was meeting.
Steps to follow
It’s quite simple… the instructions are all there within the template.
It is important to evaluate individual areas on a scale from 1 to 10 where 1 means “Totally Unsatisfied” and 10 means “Completely satisfied”. It’s important at this stage to not talk about how much of that particular area “features” or is present in the coachee’s life, but how satisfied he / she is with it.
Job Role – Current or future Job Role / Function / Company Fit
Competency – Strengths to be played or Weaknesses to be developed
Leadership – Leadership & Management of the team or Management of Self
Change – Dealing with current Change or anticipated future Change
KPI’s and Results – Delivering on expected performance indicators
Feedback – Progressing with feedback from people, process and / or 360 data
Personal Challenge – Performance Barriers, People, Relationships, Mind-set
Remember the pieces of the pie can be changed to meet the needs of the person and don’t have to be all work related. Sometimes, a mixture of Life and Work headings proves useful in highlighting the cause and effect of an imbalance in work / life satisfaction.
It is important to point out to the coachee that this is a simple, yet complex system. Change and movement in in one area will most likely affect the other areas too.
For example, if the coachee mentions she has low satisfaction at “Personal Challenge” so she is going to fully focus and drive this area forward and will do whatever it takes, it may easily occur that the next time you meet she acknowledges that her “Personal Challenge” satisfaction is higher, but the satisfaction with “Competency” may go down as the coachee has experienced improved self-awareness in some personal development areas due to the stretch created to increase their satisfaction in the original area.
So always consider the whole Pie and work on things that have a positive and combined effect on the others.
Where to use it
Let me know how you get on with it.
If you would like a version in PowerPoint that is easy to modify / adapt then send me your details to firstname.lastname@example.org and I’ll pop it over as soon as I can.
Also, if you have a Coaching Need within your business or you would like us to develop your people to coach more effectively then please get in touch through the Contact Form on our website and we can discuss some more.
Ican Development offer informal Coaching Courses and formal Management Coaching Qualifications through the Institute of Leadership and Management (ILM).
Catch up with us on Twitter @icandevelopment.