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Coaching Institute For Managers Set For August

The School of Continuing Studies will hold a Summer Institute on Coaching to help managers avoid coaching mistakes and build a culture of high performance in their organizations.

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June 17, 2008
CHICAGO --- Northwestern University School of Continuing Studies will hold a Summer Institute on Coaching Aug. 27-29 at its Chicago Loop facility to help managers avoid coaching mistakes and build a culture of high performance in their organizations.

Seven out of 10 executives say their biggest leadership challenge is growing their people, according to Tristan DeLaRosa, course instructor and founder of Banyan Way Coaching. When asked how they "grow" them, most executives imply they coach on the job. Many managers fall short when it comes to the special care needed when coaching employees.

Through a combination of lectures, discussion, and exercises facilitated by experienced coaches, managers at the Coaching institute will learn how to strengthen listening skills, use appreciative inquiry and other methods to get to the core of an issue. They will gain the necessary insight to harness self-awareness and emotions, enabling them to improve interactions, provide constructive feedback, and successfully manage employees and teams.

DeLaRosa said executives usually commit one or more of the top five coaching mistakes:

1. They do not coach at all. Many executives believe the best type of coaching is to throw a novice into the deep end of the pool. For them, this is the ultimate test and if a person survives then she deserves to be part of the team.

2. They do not have a process. While coaching in a haphazard way is better than not coaching at all, the quality of results fall far short of what a well-programmed coaching can deliver.

3. They are unprepared. Coaching involves homework and the executive must commit time to do this. Unfortunately, many end up winging the coaching session, often with ill results.

4. They tell more and listen less. Most executives love the sound of their voice. They forget that the essence of coaching is in listening rather than in telling.

5. They draw blood. Many executives give harsh feedback believing that a kick-start will jolt a subordinate into positive action. Often the employee is left demoralized and less receptive to suggestions for improvement.

Visit http://www.scs.northwestern.edu/summernu/programs/coaching.cfm
Topics: University