Discover how to use coaching in your Odyssey consulting practice.

1. INTEGRATING CONSULTING & COACHING INTO YOUR PRACTICE
AS A TRUSTED ADVISOR/MASTER PRACTITIONER
PRESENTED BY DR. SHAYNE TRACY
DATE JUNE 7TH 2012
© 2012 Odyssey Consulting Institute TM

2. Presented By
Dr. Shayne Tracy
© 2012 Odyssey Consulting Institute TM

3. The Role of Coaching
Consulting
Coaching
Knowledge
Competencies
Counselling Practices Training
Learning Processes
Behavioral Models
Mentoring

4. 80/20 Rule
Consulting 80% -telling, advising, directing
20%- questioning, reflecting
Coaching 80%- questioning, reflecting
20%- telling, advising, directing
Keys for the Master Practitioner is versatility,
flexibility, timing and trust

5. What Is Coaching?
• Coaching is creating a safe, supportive, trust
based environment for someone to have their
“internal conversation” out loud
• Coaching lives in language—language of
change—change language, reframe, refocus
• Coaching is creating a context for planned, self
directed action and focused results

6. The Coach’s Arena of Influence
Development
Issue
Behavior
What We Do and Say
Emotions Physiology
Feelings The Brain Beliefs Needs Values Attitudes
Learning

7. Self-Esteem — Intrinsic Valuing
Self-Awareness + Self-Acceptance = Self-Concept
(Self-Esteem, Personal Vision, Intrinsic Valuing, Solution-Finding)
High
Clarifying, Confirming
Questioning Process
Client Risk Taking
Probing , Exploratory
Self-Concept
Preliminary, Innocuous
Low

8. Level of Coach Involvement
Client Level of Maturity

9. The Four Dimensions of Coaching
1. The Client’s Story
• Coaches recognize the significance of the “story”
to the client
• The coach encourages the client to share their
“story” which provides context that may range
from simple to complex issues and challenges
• Coaches must never underestimate the value of
simply exhaustive and non-judgmental listening

10. The Four Dimensions of Coaching
1. The Client’s Story
• Experienced coaches manage the client’s
story-telling, knowing that they need less
information than the client may think
• Less experienced coaches may fall into the
trap of believing they must understand all
dimensions of the story

11. The Story
Coach: “That was a very interesting strategy
session we had with the Executive Team
today?”……….
“Tell me from your perspective what you saw
happening with the team”

12. The Four Dimensions of Coaching
2. The Client’s Thinking (cognitive) process
• This level enables the coach to get beyond the
client story to examine how and what the
client thinks
• The coach may challenge the client to
challenge their thinking, when the coach has
identified that the client’s thinking may be
flawed, limited, or negative

13. The Four Dimensions of Coaching
2. The Client’s Thinking (cognitive) process
• The coach must not presume to be the arbiter
of sound and unsound thinking
• Coaches must be highly vigilant in not
imposing their own world views, values and
judgments on their clients
• The coach will encourage clients to retain their
prerogative on choice of action in dealing with
their personal/business situations

14. Thinking
Coach “ So you think that four out of the 6
Team members are really buying in to the new
product marketing strategy?”
“What makes you think that?”

15. The Four Dimensions of Coaching
3. The Client’s Feelings (affective/attitude response)
• When the client identifies their key issues there will always
be an emotional response
• Coaches may miss this or are unsure how to react to this
reality
• One aspect of this confusion is that “feelings work” may
appear more like “counseling”
• Coaches may be unclear or uncomfortable as to boundaries
and emotional expression, and may consciously or
unconsciously try to shut it down

16. The Four Dimensions ofCoaching
3. The Client’s Feelings (affective response)
• A key coaching skill is the ability to appropriately
facilitate “emotional expression”
• Sometimes it is the very breakthrough that is urgently
needed for the client to get unstuck
• Clients may often bring heightened feelings into the
room, whether the coach expects or appreciates it

17. Feelings
Coach: “ How do you feel about the current
situation, particularly with the 2 who haven’t
bought in?” “You appear to have some strong
feelings about this situation”……….silence is
golden in coaching
Principle: You cannot problem-solve without
emotional clarity

18. The Four Dimensions of Coaching
4. The Coach’s Use of Self
• The coach’s use of self is a “higher order” skill
that can define the difference between good
and great coaching
• The coach’s use of self may be described as
the ability to put words around those intuitive
moments of discrete discernment where we
identify and synthesize the client’s “total
messaging”

20. Use of Self
Coach: So what you are telling me is that the
strategy will go ahead regardless as to whether
the 2 “delinquents” aren’t supporting it’?
CEO: “Yes”
Coach: I’d like to revisit the reasons the 2
executives aren’t engaged. I believe it’s critical we
have their commitment. Can we have more
discussion on ways to get these guys committed?

21. The Seven Powers of Questions
• Questions demand answers
• Questions stimulate thought
• Questions give us information
• Questions encourage people to talk
• People believe what they say more than what
you say
• The questioner is in control
• Questions show that you care

22. The “Columbo” Effect
• Columbo’s “just one more
thing” questions were always
the ones that would eventually
trip up the suspect
• Presented as almost an afterthought by
Columbo, they almost always volunteered more
information
• The Coach will not use “just one more thing
questions” to entrap the client, but rather to
engage the client in reflection and cognitive
reasoning

23. Coach/Client Conversation Dialogue
Listening
The
Coach Reflection Reflection
Timing
Questioning
Directive
The
Coach
Non-Directive
Self-Limiting
Beliefs, Blind Spots,
Fears
Options Choices Actions

24. Coaching/Consulting Means Congruence

25. Credibility + Reliability + Intimacy
Trust =
Self-interest
*Mel Nelson

26. Coaching/Consulting Behaviors That Build Trust
Talk Straight Deliver Results Listen First
Keep
Respect Improve Promises
Confront Extend
Openness Reality Trust
Right Clarify Admit
Wrongs Expectations Mistakes
Loyalty Accountability Confidentiality

27. The Four Parallel Process Levels
Telling and Selling Master
Practitioner
Get Attention
Trusted Advisor
Competent Unconscious
Warrior Competence
Conscious
CONSULTANT Good Soldier
Competence
Conscious
Being
Incompetence
LEARNING Unconscious
Feeling
Incompetence
Thinking Spiritual
RESPONSE Doing Emotional
Intellectual
APPROACH Physical
Soul
Heart
HUMAN
Head
Hand Asking and Listening
Coaching
27 Pay Attention
© 2012 Odyssey Consulting Institute TM

28. To a butterfly who wants to learn new flying skills,
e.g. hovering in mid-air like a hummingbird:
• The consultant says: Here’s the program I have designed so that you can learn how
to hover in mid-air like a hummingbird. And here’s the bill.
• The mentor says: Pay close attention to me, and to what I do with my wings so I
can hover in mid-air like a hummingbird. Now it’s your turn to give it a try. No, no,
no. Not that way. This way. See it? Now you.
• The counselor says: So, what you’re saying is that you want to learn how to hover
in mid-air, just like a hummingbird. Is that what you mean?
• The therapist says: We’ve concluded that this is a much more efficient way of
doing what you want to learn. By following this guideline, you won’t experience
those many difficulties. You’ll learn faster and won’t forget it.
• The coach says: And how soon would you like to be flying like a hummingbird? In
what ways could you acquire the necessary skills to do it? Who could help you with
it? What’s your action plan? When are you going to start?
Sandro DaSilva

29. NOW OPEN QUESTION AND ANSWER
TIME
© 2012 Odyssey Consulting Institute TM

30. JOIN US FOR THE NEXT ODYSSEY
MOVEMENT - Q&A SESSION
Title Monetizing Your Value
Date July 12th 2012
Presenter Brent Patmos
© 2012 Odyssey Consulting Institute TM