Discover Your Coaching Niche

Archive for June, 2007

In this series of blog entries, we’ve been examining what we as coaches can do when we get a request to coach a group.  In the first part, we laid out the criteria for defining a group.  

Then we outlined the first two parts of the POES model – the Purpose and the Outcome.  Now we’ll move onto the Evidence and the Steps. 

Define the Evidence
Once we have a specific outcome, we need to know when we have reached it – we need the Evidence.

Get this Evidence in sensory specific terms – what specifically will you see and what will you hear when this outcome is achieved? Then as soon as what you see or hear indicates you have achieved the Outcome, you can wrap up the session.

Lay Out The Steps
Having defined the Purpose, Outcome and Evidence are vital precursors to the actual work in reaching your group’s Outcome. Now you need to know the Steps to get you the required outcome. These steps towards the outcome will either come from your knowledge of the problem domain, from another domain expert, or from your group.

So work through all the steps until you reach your outcome. Then pat yourself on the back and go and have a beer.

Anticipate problems
Sometimes working through POES is all you’ll need to do. Other times you may need to deal with common group-based problems.

A good facilitator will anticipate problems that can be caused by disruptive participants. A little thought beforehand about what could go awry – such as people arriving late or leaving early, one person dominating the session and dealing with low contributors can make all the difference.

Often, thinking about the potential problems and planning and agreeing the workshop rules accordingly can negate any problems.

But don’t be afraid to intervene to stop unhelpful group behaviour. As facilitator you’re the guardian of the Outcome – challenge any behaviour that is not taking the group towards their stated outcome.

Summary
So that’s it – work through the POES model, anticipate problems and challenge behaviour not moving towards the outcome. Now, step up, and offer to facilitate a group!

Alun Richards helps coaches find and reach their coaching niche. Discover yours with Alun’s free mini-course, “Discover Your Coaching Niche”,

Alun Richards www.brandingyou.org

ps There’s an excellent book for those who wish to develop their facilitation skills further – it’s “Managers as Facilitators” by Weaver & Farrell.
© 2007 Alun Richards.  All Rights Reserved

As a coach you may already have been asked if you would coach a group of people together. These requests often come from those who have not been coached before, and who are seeking what they perceive to be a lower-cost option.

People making these requests are not aware that coaching is inherently a 1:1 modality and its success relies upon the:

• Confidentiality of client issues
• Coach focusing their attention on a single client and their issues and
• A deep and trusting relationship built between client and coach.

This means that coaching is badly handicapped in a group setting. In a group setting you can’t possibly do justice to each participant and the quality of your coaching work will suffer as a result.

Don’t Coach Groups – Facilitate Them!
However, if you have a group with a specific shared interest or shared problems, you can use facilitation as a means to explore and resolve their issues.

Beware, though! A number of people together in a room with no inter-relationships, no working relationships, or no shared problems is not a group. Run, don’t walk away from these assemblies.

What is Facilitation?
Facilitation does have some similarities to coaching, but the addition of group dynamics makes different interventions and different styles of working necessary.

“But isn’t facilitation a skilled job” I hear you ask? Yes, but there are some guidelines you can use to facilitate a group effectively. Use the POES structure (Purpose, Outcome, Evidence and Steps) I outline below adding facilitation to your skillset!

Know your Purpose
What is your Purpose in facilitating this group? If the person asking for your services cannot give you a clear, unambiguous purpose, or tell you who can, you’re wasting your time and theirs.

So know the purpose, and get it clear, or do not proceed. Questions to ask include “Why are we meeting today?” “What is the intention behind our session?”. A skilled facilitator I know well consistently refuses to facilitate a workshop unless it has a clear stated purpose.

Know the Outcome
Having established the Purpose, determine the desired Outcome. This is the required end result of the session. Having this specific can considerably shorten and focus workshops. And a clear, unambiguous outcome makes finding the means to reach it that much easier.

In this article, we’ve covered the Purpose and Outcome of the POES process.  In the next blog entry, we’ll cover the next essential steps of the POES structure, and ensure you’re on your way to becoming a top-flight facilitator!