Bad questions have a negative on the people around us in the workplace. With that in mind, you’d be surprised how many ineffective questions are out there in the workplace. Undoubtedly, they create defensiveness, judgement and break rapport. Furthermore, they generally do not hit the mark. Therefore, we need to focus not only on ineffective questions, but how to turn them around.
What are organisational artefacts?
Organisational artefacts are featured in our Diploma of Organisational Coaching (10836NAT). They include documents, processes and procedures that support the implementation of coaching from a strategic perspective. They provide the evidence of a coaching culture within an organisation. For example: job descriptions, a web page on the intranet and even posters.
Supporting the implementation of coaching
Importantly, there is a wide range of organisational artefacts that support the implementation of coaching in the team, business unit or organisation. These include:
- Job advertisements
- Job descriptions
- Recruitment and selection procedures
- Key performance indicators
- Rewards and recognition programs
- Organisational charts
- Internal webpages (intranet)
- Other coaching tools
On the Coaching Café you can listen to participants from the Alumni share their experience also. We also provide some actual examples from clients.
Creating coaching tools
One of the best parts of implementation is being creative. Creating tools, newsletters and webpages really bring the coaching to life. Furthermore, they provide the support structures to remind people about coaching. Especially when our aim is to being doing coaching on a day-to-day basis.
We like producing laminated pages with all the coaching tools. For example include these in the Certificate IV in Workplace and Business Coaching (10835NAT). The tools are handy and can be pulled out whenever a coaching opportunity presents. Until you become confident.
Newsletters are also a great way to connect your coaching Alumni. Importantly, many organisations also have internal webpages featuring coaches and coaching resources. Illustrated by this example from Air Force.
Best practice implementation
Any resources that you design will support the implementation of coaching. A well laid out paid to distribute resources will make a difference. And provide the evidence that coaching is alive and well the organisation. Furthermore, this is best practice to implement a variety of these organisational artefacts. Especially when the overall goal is the implementation of a coaching culture.
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It is an excellent program that can be adapted to any area of a workplace. It will assist me with all my communications with other people, delivered by a very passionate facilitator, easy to listen to, flexible and attentive to the class. I am thoroughly energised by what I have learnt so far.
This is the best program I have ever participated in. The Friday webinars have been great to help me embed the information I have learned. I am really appreciative of everyone that works at Open Door Coaching and the care and effort they put into helping everyone that joins the program.
My workplace skills and capabilities have taken a very positive turn. Where I would get exhausted or overwhelmed by difficult work relationships, I now am equipped and confident to manage these relationships and use some of the models I have learned to get positive outcomes in our interactions.
I thought the online format via ZOOM worked well and for people outside of capital cities, it is a much more affordable and less disruptive way of undertaking the training.
The course has really enhanced and further developed my skillset. What a phenomenal four days for the Zoom face to face part of the course and amazing, quick turnaround on assessment of online modules.
I have confidence in my ability to coach others. My skills have grown significantly and I am so much more conscious of not responding to my team with solutions with a great toolkit to support me. This coaching course has changed my behaviour significantly and positively in my life. Where once I loved solving others problems I now love seeing others solve their own problems.
Great work, this course is amazing and definitely supports me in my goals. I have always wanted to make a difference and found coaching to be more beneficial than mentoring to support an individual to take responsibility for their own development and to move forward in their goals.
Since starting the program, my work role has not changed, but I have developed as a leader in my ability to develop myself and others. I developed an ability to detect “below the line” thinking, and to develop narrative to move above the line. My listening and questioning skills have grown, and my ability to detect opportunities for growth in self and others.
I feel I have the skills to better lead, manage and coach people in the workplace. The communication skills I have learnt have assisted me in my communications and have improved my relationships at work and home. I thought the program was great. It was challenging and a lot of work. But in the end there were real and useful learning outcomes. I really enjoyed this course and got a lot out of it. It provided me the opportunity to grow personally (the most important output) and gave me some very useful coaching skills
I have grown in confidence and started the journey of becoming a coach. The course provided me with some excellent theory and practical components which have worked together well in helping me along the journey. I now have greater confidence and much better listening skills. I’ve learnt what active listening actually means. The higher level of confidence has allowed me to develop my coaching skills at a faster than expected rate.
My approach to all personal and professional discussions and my confidence has grown with what I have learnt from the program. I truely believe this program has changed my approach to all I do. I believe I have enhanced my communication and how to read and interact with different personalities types, listening with purpose and communicating with intent to learn and grow others.
I can see the benefits and knowledge and skills in coaching and can see its benefits in self coaching, one on one coaching and team coaching as well as in everyday conversations and conflict resolution. The face to face program and online program is excellent. I have completed various vocational and post graduate study courses and this is the best so far. Natalie Ashdown is an inspirational coach and trainer. Her teaching methods are engaging and very effective. Brigitte Calvert always completes assessment reviews speedily and the feedback was excellent and assisted in the learning process.
I am now comfortable coaching. I see lots of opportunities and I have realised that I have many skills. I have a greater awareness of serving the higher needs of all within my interactions. I am much better at posing appropriate questions to foster internal reflection. I think it is an excellent program.
I’ve learned a lot about myself and how to conduct conversations and am now confident to be able to perform a coaching session and have enjoyed a new sense of learning since commencing the course.
The program enabled me to reflect upon and identify HOW I coach. Throughout the assignment work I revisited my other training guides and has reinforced what I already knew, and also refreshed my knowledge of my coach training. I have a greater awareness of the theory and techniques that I use in my coaching practice each day . My coaching is much more effective as I am spending more time on the issues below the surface which is providing greater value and benefit to my clients.
I am now confident in holding coaching conversations with people. Not only am I able to set up a coaching business, but also my listening skills have improved immensely. This helps me in my business and my sales calls.
I have new skills to use professionally and personally, particularly regarding active listening, powerful questioning and a range of excellent materials to draw upon and reflect upon.
My attitude towards leadership coaching has changed greatly. I used to “teach” leaders how to manage people but now I use coaching to develop leaders’ skills. Whenever staff or managers come to me with a question, problem or issue, instead of giving them the answers, I coach them by asking the “who”, “how” and “what” questions. I have coached staff and managers through performance reviews, career development and employee relations issues.
Totally loving using my new coaching skills in the workplace. Staff are delighted with how I am helping them to solve their own problems. Absolutely loved the course! Would recommend it.
I’ve definitely grown personally as I’ve learnt new communication skills. I’ve started employing those skills in everyday work situations. I’m leading the way for my unit in adopting a coaching culture.
The way I view things has changed from trying to provide answers to helping people find their own answers. I have improved my listening skills and allow space for other’s answers.