COACHING FOR

CHANGE
A Guide to Facilitating Change for Leaders,
Coaches, & Personal Growth Enthusiasts

by Dr. Bethany Peters

 The Leadership Coaching Lab, LLC

Copyright
notice
All rights reserved. No parts of this book may be
reproduced without the written permission from
the author. For more information, contact
[email protected]

Copyright ©, The Leadership Coaching Lab, 2023

Thank You!
 Table of Contents

01 05
Coaching 101 Coaching Questions
to Inspire Change
Understand what coaching is
and core coaching
Eight coaching conversations
competencies.
to use in your role.

02 06
The Benefits of The 30-Day Coaching
Coaching Challenge
Learn the top benefits of Exercises and inspiration to
coaching. build your coaching skills.

03 07
Tips to Take a Coach The Guided Reflection
Approach
A journal exercise guiding
you through the eight
Identify strategies to take a
questions exploring change.
coach approach in any role.

04 08
8 Stages of Change Coaching Resources
Understand the key phases in My favorite books, podcasts, &
a personal change process. exercises for coaching
inspiration.
 Welcome
Thank you for downloading my free
e-book! This work is a compilation
of some of my favorite coaching
tools to equip professional coaches
with resources for coaching through
a change process, and to inspire
individuals in any role who are
supporting colleagues, friends, or
family with a coach approach.

Dr. Bethany
Peters
 About Me
I am so excited to connect with you!

A little bit about me ... I have two

decades of experience as an educator,
and have facilitated leadership
development training for hundreds of
leaders. I believe coaching is one of the
most profound and effective
approaches to personal & leadership
development.

I have over 20 years of experience in

intercultural training, leadership
development, team dynamics, and
teaching. I hold a Ph.D. in Intercultural
Leadership from the University of
Minnesota and an ICF coaching
credential (ACC).

Find out more about my coaching at

www. theleadershipcoachinglab.com.

Sign up for my monthly newsletter,

The Coaching Mindset, your guide
to tips, tools, and trends to
cultivate a coach approach in your
life and work.
 01
Coaching 101
Coaching is quickly becoming an Coaching conversations that align
invaluable skillset in many with this definition are:
organizations. Developing as a listening-centric
coach is important not just for question-driven
professional coaches, but also for future-focused
leaders who take a coach approach. There are many reasons you might
seek coaching, including:
The International Coaching pursuing a specific goal
Federation (ICF) describes coaching navigating a transition
as “partnering in a thought- clarifying self-awareness
provoking and creative process that developing work / life balance
inspires a person to maximize their improving a relationship
personal and professional potential.” refining your leadership skills

Coaching for Change Page 01

Whether you are a professional Professional coaching does not
coach or a leader who is taking a involve giving advice, teaching, or
coach approach, it is important to proposing solutions. Instead it is:
continually develop and refine Client-driven: The client sets the
essential coaching competencies. agenda.
Collaborative: The coach is a
The ICF has a comprehensive list of thought partner.
coaching competencies that Empowering: The coach
certified coaches are required to champions the client's goals.
demonstrate. Below are five of the Action-oriented: The coach
essential competencies from this supports goal achievement.
list. Consider how you demonstrate
these in your leadership or coaching When to Hire a
role:
Coach
1. Building trust
Consider which support will best
2. Maintaining presence
meets your needs:
3. Facilitating growth
4. Listening actively
Find a mentor when you want
5. Evoking awareness
someone who has wisdom to

How Coaching is share in guiding or teaching.

Different Hire a consultant when you need

an expert to diagnose a problem
There are many types of coaching and propose an intervention.
and similar support services which
are often confused with coaching. Work with a therapist when you
How is coaching different from need treatment for mental
consulting, mentoring, or therapy? health challenges.

Each of these services provide Seek a coach when you want a

powerful forms of support, but it is thought partner to help you
important to recognize how each is experience growth or meet
meeting needs differently. specific goals.

Coaching for Change Page 02

WHAT IS COACHING?

Coaching, consulting, and therapy are frequently confused.

Here Is a guide to understanding some key differences.

THERAPY
THERAPIST GUIDES SOLUTIONS

INDIVIDUAL HEALING

PAST-FOCUSED EXPLORATION

CONSULTING
CONSULTANT GIVES EXPERTISE

ORGANIZATIONAL GROWTH

PROBLEM-SOLUTION ANALYSIS

COACHING
COACH PARTNERS WITH CLIENT

INDIVIDUAL GROWTH

FUTURE-FOCUSED PROCESS

Read my full blog post on how to explain what coaching is.

Coaching for Change Page 03

Coaching is unlocking a
person's potential to
maximize their growth.

SIR JOHN WHITMORE

 02
The Benefits of
Coaching
So how exactly does coaching Other studies have demonstrated
‘maximize personal or professional additional benefits, including:
potential’? Several recent research 1. Improved emotional intelligence
studies show how coaching clients 2. Boost in goal achievement
often experience improvements in: 3. Increased productivity
4. Support for stress reduction
1. Clarity & confidence 5. Better coping strategies
2. Learning & performance 6. Enhanced creativity
3. Relationships & communication 7. Stronger problem-solving skills
4. Leadership development 8. Increased motivation

Read my blog post for more details Read more resources about the
on the related research. benefits of coaching.

Coaching for Change Page 04

THE BENEFITS OF COACHING

1. CONFIDENCE + CLARITY
Gain clarity on goals, strategies, & self-awareness
ASK OPEN-ENDED QUESTIONS THAT INSPIRE
Boost confidence for making decisions, solving
problems, & job performance

2. LEARNING
Discover new insights about specific opportunities &
challenges
Transfer learning to improve performance through
specific action steps

3. COMMUNICATION + RELATIONSHIPS
Improve communication, feedback, and solve
misunderstandings
Strengthen personal & professional relationships

4. LEADERSHIP DEVELOPMENT
Build confidence for your leadership role
Increase trust in team members
Practice transformational leadership

Coaching for Change Page 05

 Being coached is a tangible way
to unlock, uplift, and catapult a
person into their fullest potential.

CHARLENA ORTIZ
 03
Tips to Take a
Coach Approach
According to recent research If you are not a professional coach,
conducted by Google, employees but you want to take a coach
want managers who can skillfully approach in your current role,
coach them— and this ranks as a top consider these questions:
rated (no. 1) manager behavior.

Are your current strategies

Coaching isn’t as efficient as advice- having the impact that you want
giving, and it isn’t always the to have?
appropriate leadership style to use. Are you an expert advice-giver or
However, research shows us that a committed question-asker?
those who are coached experience Do you listen to respond or listen
many benefits, including increased to understand?
motivation & engagement.

Coaching for Change Page 06

Shifting to a Coach
Approach
In whatever role you serve, you have
a unique opportunity to apply
coaching strategies to enhance your
relationships and transform your
conversations.

Consider these five strategies that

can help you shift into a coach
approach.

Strategy 1: Clarify Coaching Goals

Identify the relationships in your
life that would benefit most from
a coach approach.

Strategy 2: Identify ‘Coachable’ Strategy 4: Ask Powerful Questions

Moments Ask open-ended questions that
Determine which situations begin with what or how.
represent optimal coaching Avoid giving advice or leading
moments - for example, when someone to a solution when you
someone is clearly stuck and ask a question.
needs to identify their own
solutions. Strategy 5: Encourage Awareness &
Action
Strategy 3: Develop Deeper Listening Find strategies that help others
Consider your current capacity to gain new insights and meet their
listen actively and without goals.
judgment. Develop your ability to share your
Build your skills to empathize and observations -- without sharing
reflect back what you hear. your opinions.

Coaching for Change Page 07

 Tell less and ask more.
Your advice is not as good
as you think it is.

MICHAEL BUNGAY
STANIER
Tips for Listening
How would you rate your listening
skills? Even if you have better-than-
average interpersonal skills, it's easy
to overestimate one's capacity for
active listening. Listening deeply and
empathetically is a skill that takes
time and practice to build.
.
Tip 1: Eliminate distractions
Anticipate the external distractors
that could interfere (noise,
technology, etc.).
Recognize possible internal
distractions (anxiety, thinking of
the next question, etc.).

Tip 4: Reflect back what you hear

Tip 2: Practice mindfulness exercises
Active listening involves specific
Take 5-10 minutes to center your
skills, such as:
attention and quiet your mind
Summarizing key points you hear
before a coaching conversation or
Paraphrasing what someone has
opportunity.
said
Clarifying any areas of confusion
Tip 3: Observe nonverbal
Distinguishing between different
communication
types of emotions
When in conversation, notice
what isn't being said.
Tip 5: Share observations
Listen to tone of voice and watch
Notice and share patterns you
facial expressions carefully.
observe, without judgment
Be comfortable with silence as a
Check in to see if your intuition is
tool to facilitate awareness.
accurate

Coaching for Change Page 08

 Listening without bias or
distraction is the greatest value
you can pay another person.

DENNIS WAITLEY
Tips for Asking
Questions
The types of questions we ask can
make a big impact in shaping our
perceptions, experiences, and
relationships. The best questions can:
facilitate learning
enhance collaboration
increase trust
Explore the tips below to ask better
questions.
.
Tip 1: Activate your curiosity.
Realize what do you don’t know
about a situation.
Let your curiosity motivate new
questions. Tip 3: Check your assumptions.
Without realizing it, we often
Tip 2: Ask Open-Ended Questions embed bias or even a suggestion
Practice asking questions that disguised as a question into our
start with “what” or “how.” questions.
Avoid questions that can be
answered with a "yes" or "no." Note the starting point in these two
Ask frequent follow-up questions, questions:
like "tell me more." A: How will you fix your
communication?
Note the difference here: B: How will you communicate in
A: Do you need more training? the future?
B: What type of training would be Question A suggests that
valuable? previous communication has
Question A requires only a yes/no been a problem, whereas
answer, while Question B will Question B is more open-ended
elicit a more thoughtful response. and future-focused.

Coaching for Change Page 09

 Questions hold the power to
cause us to think, create
answers we believe in, and
motivate us to act on our ideas.

TONY STOLTZFUS
Using the Grow
Coaching Model
The GROW model, a popular
coaching roadmap by Sir John
Whitmore, provides questions to
work through in a focused session:
Goal: What do you want? What is
your goal?
Reality: What is happening? What
are the challenges and
opportunities?
Options: What could you do?
What are your choices?
Will: What will you do? What are
your next steps?

In a formal coaching session, these For example:

phases of questioning are typically If someone is venting endlessly,
followed fairly sequentially — with get to the root of their challenge
lots of listening, reflecting back, and by asking: What is the key
likely several follow-up questions challenge you’re facing here?
intermingled. If you hear someone ‘circling’ and
discussing many strategies, help
If you are not a professional coach, them focus by asking a question
you can still take a coach approach such as: What is the best option
by finding opportune moments to to try?
ask relevant questions from the If you notice that a friend
GROW model. Listen thoughtfully for frequently complains about a
coaching cues - moments when lack of progress in a certain area,
someone feels stuck and a question ask action-oriented questions,
may help them to realize their own such as: What is the next step
best solution. you can take?

Coaching for Change Page 10

 GROW COACHING GUIDE
Use this template to guide a 45-60 minute coaching session.

GOAL N O T ES

What goal would you like

to achieve?
What would success look
like?
What do you really want
in this situation?

R E A LITY N O T ES

What is the main

challenge?
What values are
important to you?
What have you tried so
far?
Tell more more about ...

O P T IONS N O T ES

What would you do if

there were no obstacles?
What are some options
you can pursue?
Tell more more ...

W A Y FORWARD N O T ES

Which option is your best

choice?
What is one step to get
started?
What support do you
need?

Coaching for Change Page 11

In a growth mindset, challenges
are exciting rather than
threatening. So rather than
thinking, oh, I’m going to reveal
my weaknesses, you say, wow,
here’s a chance to grow.
CAROL DWECK
 04
Coaching for Change
We can all relate to having a desire our potential and to inspire others to
for change, but what is it that really do the same. And coaching is
transforms our awareness into uniquely designed to support
action? In various research, experts change because it encourages
show how difficult it is to sustain a healthy motivation, collaboration,
change, even when we’re faced with and goal-setting.
a major crisis. So what is the secret
sauce that launches our inspiring Although each person's journey of
visions into hardwired habits and change is unique, we can be more
refined rhythms? effective in our growth when we
prepare for each phase in the
Although daunting and difficult, process. My Coaching for Change
pursuing healthy change gives us model proposes eight stages,
the opportunity to more fully realize guided by eight key questions..

Coaching for Change Page 12

 COACHING FOR CHANGE
Eight stages to support intentional growth &
transformation

1 Clarify Purpose
Get clear on your life purpose.

2 Envision Possibilities
Develop a vision of how you want to change.

3 Evaluate Priorities
Identify your growth gaps.

4 Seek Perspective
Assess your mindset and motivation.

5 Design a Plan
Develop a plan to achieve your vision.

6 Prototype the Plan

Experiment to see what works.

7 Make Progress
Build habits that stick.

8 Build Perseverance
Find strategies to overcome setbacks.

Coaching for Change Page 13

 Change is hard at first, messy in the
middle, and gorgeous at the end.

―Robin Sharma

Coaching for Change

Eight questions to facilitate intentional growth & change.

1. THE PURPOSE QUESTION > How would you describe your life purpose?
2. THE POSSIBILITIES QUESTION > What vision do you want to see
fulfilled?
3. THE PRIORITIES QUESTION > What are the gaps between where you are
now and where you want to be?
4. THE PERSPECTIVE QUESTION > What is motivating you to make a
change?
5. THE PLANNING QUESTION > What steps will help you see your vision
fulfilled?
6. THE PROTOTYPING QUESTION > How will you know if your plan is
working?
7. THE PROGRESS QUESTION > What habits will support long-term
change?
8. THE PERSEVERANCE QUESTION > How will you overcome setbacks?

Coaching for Change Page 14

Growth is painful. Change is
painful. But nothing is as
painful as staying stuck
somewhere you don’t belong.

N.R. NARAYANA MURTHY

 05
Coaching Conversations to
Inspire Change
If you are a professional coach, you are designed to support an
know the value of powerful individual through a change
questions. Thoughtfully sequenced process. Each set of questions
questions that help to bring new corresponds to a unique phase:
awareness are an integral part of the
coaching experience. 1. Clarifying Purpose
2. Envisioning Possibilities
If you are a leader taking a coach 3. Evaluating Priorities
approach, you likely also frequently 4. Seeking Perspective
use questions as a way to support 5. Designing a Plan
growth in your direct reports, 6. Prototyping the Plan
colleagues, and friends. The 7. Making Progress
coaching conversations included 8. Building Perseverance

Coaching for Change Page 15

 You must first be who you really are,
then do what you need to do, in order to
have what you want.
―Margaret Young

1 - Clarifying Purpose
Questions to get clearer on life purpose and direction.

1. How would you describe your life purpose?

2. What is the most meaningful experience in your life?

3. What are you most passionate about?

4. What are three of your most important values or

strengths?

5. What gives you the most joy?

6. What does it look like when you are at your best?

7. What do you most want to accomplish?

8. What problems would you like to solve?

9. How could you provide the most value to others?

10. What legacy do you want to leave?

Coaching for Change Page 16

 A vision is not just a picture of what
could be; it is an appeal to our better
selves, a call to become something more.

―Rosabeth Moss Kanter

2 - Envisioning the Possibilities

Questions to develop a compelling vision for change.

1. What vision do you want to see fulfilled?

2. What do you really want?

3. What makes you most excited about this vision?

4. If there were no obstacles, what would you change?

5. What would you do if you had unlimited resources?

6. What would be the ideal outcome?

7. What would success look like?

8. How have you experienced successful change before?

9. If you could achieve your change, how would you be

different?

10. What new story can you envision for yourself?

Coaching for Change Page 17

 Owning our story can be hard but not
nearly as difficult as spending our lives
running from it.

―Brené Brown

3 - Evaluating the Priorities

Questions to identify your priority growth gaps.

1. What are the gaps between where you are now and where

you want to be?

2. How urgent is your need to change?

3. What are the consequences of not changing?

4. What have you tried so far?

5. What is working well?

6. What is holding you back?

7. What beliefs or behaviors are limiting you?

8. What are the challenges you’re facing?

9. What skills do you need to make change happen?

10. How do you need to grow in order to see your vision fulfilled?

Coaching for Change Page 18

 We reinvent ourselves by changing our
perspective.

―Robert Quinn

4 - Seeking Perspective
Questions to assess your mindset and motivation.

1. What is motivating you to make a change?

2. How motivated are you?

3. What values are important here?

4. What personality traits may help or hinder you?

5. How confident do you feel to move forward?

6. What is your greatest fear?

7. What is out of your control to change?

8. What risks are you willing to take?

9. Whose feedback is important to you?

10. What makes you feel brave?

Coaching for Change Page 19

 All you need is the plan, the road map,
and the courage to press on to your
destination.

―Earl Nightingale

5 - Designing a Plan
Questions to support the development of a growth plan.

1. What steps will help you see your vision fulfilled?

2. When were you successful in the past?

3. What strategies contributed to your success?

4. What strategies can you try now?

5. What strategies align best with your personality,

strengths, & values?

6. What resources do you need to be successful?

7. What new information or skills do you need to learn?

8. Who can support and encourage you?

9. What is your timeline to see this happen?

10. What life circumstances may help or hinder you?

Coaching for Change Page 20

 Think of life as a prototype. We conduct
experiments, make discoveries, and
change our perspectives.

―Tim Brown

6 - Prototyping the Plan

Questions to encourage experimentation and learning.

1. How will you know if your plan is working?

2. What are your criteria for success?

3. How many strategies are you open to trying?

4. What are three of your best options to try?

5. What will you do if your first option doesn’t work?

6. Which option is most likely to be successful?

7. How will you track your wins and losses?

8. How can you get new ideas to try?

9. What do you hope to learn from the process?

10. How do you want to grow in the process?

Coaching for Change Page 21

 Every action you take is a vote for the
person you wish to become.

―James Clear

7 - Making Progress
Questions to take the next steps and build habits that stick.

1. What habits will support long-term change?

2. What are your greatest barriers to making a new habit?

3. How can you make a new habit enjoyable?

4. What cue will you use to trigger your habit?

5. What reward will you get when completing your habit?

6. What current habit can you stack with your new habit?

7. How can you create quick wins?

8. How can you overcome your biggest challenge?

9. How can you flex when your routine is thrown off?

10. What will help you stay accountable?

Coaching for Change Page 22

 Our greatest glory is not in never falling,
but in rising every time we fall.

―Confucius

8 - Building Perseverance
Questions to overcome obstacles and recover from setbacks.

1. How will you overcome setbacks?

2. What is impeding your progress?

3. What do you want to do differently?

4. What will strengthen your resolve?

5. What can help you get back on track?

6. When can you plan for a fresh start?

7. What will renew your vision?

8. What will keep you motivated?

9. What is one new thing you can try?

10. What is one simple step you can take?

Coaching for Change Page 23

 06
30 Day Coaching Challenge
If you are a professional coach or a Some of the most challenging
leader taking a coach approach, you competencies of coaching that
know that coaching is a skill that require ongoing practice include:
you continue building with practice . 1. Listening with your full attention
2. Being non-judgmental
Even if we have strong interpersonal 3. Not sharing advice & opinions
skills, coaching involves specific 4. Noticing patterns
techniques that require us to get 5. Sharing observations
into a new rhythm and flow of a 6. Asking open-ended questions
conversation. The coach plays the
role of observer, listener, thought - The 30-day challenge is designed to
partner, clarifier, challenger, and provide opportunities with each of
champion. these coaching competencies.

Coaching for Change Page 24

 THIRTY DAY COACHING
CHALLENGE
Whether you are a professional coach or a leader taking a coach approach in your role, use this
challenge to take your coaching skills to the next level. Refer to the Coaching Resources section
for reflection exercises, coaching podcasts, books, demo videos, and other resources.

1 2 3 4 5
Practice active Don't give any Get feedback Respond to the Practice asking
listening. advice today. on your guided open-ended
listening skills. reflection. questions.

6 7 8 9 10
Practice this Respond to Practice asking Practice asking Practice asking
phrase: "tell the guided PURPOSE POSSIBILITY PRIORITIES
me more." reflection. questions. questions. questions.

11 12 13 14 15
Practice asking Practice asking Practice asking Practice asking Practice asking
PERSPECTIVE PLANNING PROTOTYPE PROGRESS PERSEVERANCE
questions. questions. questions. questions. questions.

16 17 18 19 20
Listen to a Respond to the Watch a Practice Ask for
coaching guided coaching coaching feedback on
podcast. reflection. demo. someone. your coaching.

21 22 23 24 25
Read a Watch a Complete a Practice Ask for
coaching book. coaching free coaching coaching feedback on
demo. exercise. someone. your coaching.

26 27 28 29 30
Respond to the Write down Write down Complete a Set 3 new
guided your coaching your coaching coaching coaching
reflection. strengths. weaknesses. exercise. goals.

Coaching for Change Page 25

 07
The Guided Reflection
Reflection is a powerful tool for This Guided Reflection provides an
coaches. When we are committed to opportunity to reflect on each of the
regular reflection, we expand our eight stages of change, and respond
own growth which builds our to the corresponding questions.
capacity to encourage growth in
others. Some tips for responding to the
reflection include:
Reflection can also facilitate the Complete it in chunks.
development of several coaching Notice which stages of change
competencies including: are the most challenging.
Self-awareness Notice which stages are the most
Listening rewarding.
Observing Ask for feedback from others
Questioning when helpful.

Coaching for Change Page 26

 COACHING FOR
CHANGE
Guided Reflection

How would you answer these questions?

Journal your responses to each question in the next pages.

1. THE PURPOSE QUESTION > How would you describe your life purpose?
2. THE POSSIBILITIES QUESTION > What vision do you want to see
fulfilled?
3. THE PRIORITIES QUESTION > What are the gaps between where you are
now and where you want to be?
4. THE PERSPECTIVE QUESTION > What is motivating you to make a
change?
5. THE PLANNING QUESTION > What steps will help you see your vision
fulfilled?
6. THE PROTOTYPING QUESTION > How will you know if your plan is
working?
7. THE PROGRESS QUESTION > What habits will support long-term
change?
8. THE PERSEVERANCE QUESTION > How will you overcome setbacks?

Coaching for Change Page 27

 Clarifying Purpose

How would you

describe your life
Our deepest calling is
to grow into our own
purpose?
authentic self-hood,
whether or not it
conforms to some
image of who we ought
to be. As we do so, we In his work on clarifying your vocation,
will not only find the Parker Palmer proposes that one of our
joy that every human greatest callings in life is to find out who we
being seeks—we will
are. As we explore our own unique and
also find our path of
authentic service in the ‘deepest calling,’ Palmer believes that will
world. lead us to our path of ‘authentic service’ to
the world.
PARKER PALMER
Knowing our greater purpose in life is like a
baseline, giving us clarity for the road ahead
and drawing us back when we get off course.
Before we can get clearer vision, it's essential
to take time to understand the bigger
purpose of our lives.

What is your story of the how and the why

behind the work you are doing?

Coaching for Change Page 28

 COACHING FOR
CHANGE
Guided Reflection
How would you describe your life purpose?

Coaching for Change Page 28

 Envisioning Possibilities

What vision do
you want to see
The process of
unearthing and
fulfilled?
distilling a personal
vision ... helps us to see
a bigger picture, engage
in intelligent thought,
be more empathetic,
move to action, enact a One of the most important initial steps to
larger range of secure a path to personal change is to
behaviors, and build identify a future vision that energizes and
resilience to get
excites you. When you are ready for growth
through the tough
times. and change, it may be tempting to jump
directly into setting goals and trying new
RICHARD BOYATZIS strategies. However, in his theory of
intentional change, professor Richard
Boyatzis explains how identifying a
motivating vision activates positive emotions
in the brain, and creates more capacity for
our creativity to flourish.

How clear and compelling is your vision for

your future?

Coaching for Change Page 29

 COACHING FOR
CHANGE
Guided Reflection
What vision do you want to see fulfilled?

Coaching for Change Page 30

 Evaluating Priorities

What are the gaps

between where you
are now and where
Unless we are clear
you want to be?
about who we truly are,
what we value, what
difference we seek to
make and how the Recognizing our gaps for growth requires a
world sees us and our high level of self-awareness. In her recent
work, we cannot be research, Tasha Eurich found that although
effective leaders. the vast majority of people consider
TASHA EURICH themselves to be self-aware, only a small
percentage truly are. In her work, Eurich
describes the importance of both internal
(how we see ourselves) and external self-
awareness (how others perceive and
experience us). In order to see our personal
vision for change fulfilled, it's important to
spend time in reflection, and get feedback
from others on our greatest priorities for
growth.

What are your greatest priorities for growth?

Coaching for Change Page 31

 COACHING FOR
CHANGE
Guided Reflection
What are the gaps between where you are now and
where you want to be?

Coaching for Change Page 32

 Seeking Perspective

What is
motivating you to
make a change?
It’s only after you’ve
stepped outside your
comfort zone that you
begin to change, grow, Two important tips can help you seek
and transform. powerful perspective to prepare for change.

ROY T. BENNETT
#1. Get clear about your core motivation.
When you recognize your deeper motivation
you are more likely to secure longer-lasting
endurance for change.

#2. Assess your growth mindset.

Researcher Carol Dweck explains how we all
fluctuate between two mindsets. A fixed
mindset is the belief that your capabilities
are unchangeable. With this mindset, failure
and criticism are seen as confirmation of
one’s flaws. With a growth mindset, we see
our abilities as the starting point for
development, in which failures and feedback
can be reframed to fuel our future growth.

Coaching for Change Page 33

 COACHING FOR
CHANGE
Guided Reflection
What is motivating you to make a change?

Coaching for Change Page 34

 Designing a Plan

What steps will

help you see your
vision fulfilled?
Our goals can only be
reached through a
vehicle of a plan, in
which we must
fervently believe, and
upon which we must Essential to the fulfillment of any vision is a
vigorously act. There is carefully designed plan with goals and
no other route to strategies. The plan you design should target
success. your specific growth goals to help you see
your vision for change succeed. It should
PABLO PICASSO
also include the information, resources, and
strategies you need to be successful.

Researcher Richard Boyatzis recommends to

create learning activities that excite you and
that are aligned to your personal style - your
strengths, personality, and learning
preferences. Also consider the people who
will can provide helpful feedback and
support - include your support team!

Coaching for Change Page 35

 COACHING FOR
CHANGE
Guided Reflection
What steps will help you to see your vision fulfilled?

Coaching for Change Page 36

 Prototyping the Plan

How will you

know if your plan
is working?
Failing is often the best
way to learn, and
because of that, early
failure is kind of a It’s all too easy to assume that your carefully
necessary investment. designed growth plan will lead to a
successful personal change initiative.
CHIP HEATH However, what if experimentation to find the
right combination of strategies is an
essential part of growth and change? What if
one reason we often get derailed is because
we are stuck on a strategy that isn’t
working?

So as you begin to put your plan into action,

take an experimental approach. Know what
success should look like, and be ready to
evaluate what is working and what is not. Be
ready with several additional strategies in
case the first strategies do not succeed.

Coaching for Change Page 37

 COACHING FOR
CHANGE
Guided Reflection
How will you know if your plan is working?

Coaching for Change Page 38

 Making Progress

What habits will

support long-term
change?
You have to become the
type of person you want
to be, and that starts
with proving your new
identity to yourself. In his book Atomic Habits, James Clear
Ask yourself, “Who is discusses the importance of clarifying your
the type of person that ideal identity as essential to success. As you
could get the outcome I do the hard work of establishing habits, you
want?"
are literally rewiring the neurons in your
JAMES CLEAR brain to follow new pathways, so renew your
initial vision to keep your motivation flowing.

As you consider how to structure your days

and schedule your time, realize that habits
are the action steps that will most help to
promote the development of your ideal
identity. Instead of dreading the mundane
monotony of daily discipline, remind yourself
of your compelling vision for change with
each intentional step you take towards a new
habit, starting with this phrase: “I am the
type of person who _________."

Coaching for Change Page 39

 COACHING FOR
CHANGE
Guided Reflection
What habits will support long-term change?

Coaching for Change Page 40

 Building Perseverance

How will you

overcome
setbacks?
One form of
perseverance is the
daily discipline of It’s astoundingly easy to get deterred from
trying to do things our path of growth. Distractions, detours, and
better than we did devastations will inevitably interfere.
yesterday.
And despite the best ambitions and
ANGELA DUCKWORTH aspirations, our brains are wired to maintain
the status quo, making complacency and
convenience two of the key barriers we may
face in our efforts to create change.

If we want to be successful, we must

intentionally build our resilience throughout
the growth process. Brené Brown describes
the characteristics of resilient people as
those who: solve problems, ask for help,
have a network of support, cultivate hope,
and practice frequent self-reflection.

How would you rate your resilience?

Coaching for Change Page 41

 COACHING FOR
CHANGE
Guided Reflection
How will you overcome setbacks?

Coaching for Change Page 42

 08
Coaching Resources
Coaching resources are essential Coaching demos. It's easy to get
tools to expand your skills. stuck into a specific coaching
routine. Watching coaching
Coaching podcasts. Identify a few sessions, easily accessible on
podcasts that you can listen to on a youtube, will help provide
regular basis to keep up with the inspiration and new ideas.
latest trends.
Coaching books. What are you
Coaching exercises. Self- reading? There are so many
assessments, coaching tools, and coaching books to choose from,
reflection exercises are great ranging from basic coaching skills to
opportunities to grow in your advanced, as well as books with
coaching mindset & skills. coaching tips for specific contexts.

Coaching for Change Page 43

 COACHING BOOKS
Find a few good reads that will help you take your coaching
skills to the next level.

The Coaching Habit: Say Less, Ask More

& Change the Way You Lead Forever

1
by Michael Bungay Stanier
Stanier’s best-seller is a fun, engaging, and concise
guide for building a coaching habit as a manager or
leader. You will learn why and when coaching works,
seven powerful coaching questions, and tips for
building a coaching habit.

Coaching Questions: A Coach's Guide to

Powerful Asking Skills

2
by Tony Stoltzfus
Stoltzfus provides one of the best practical resources
for coaches, with different coaching models and
questions presented to help build your skills to the next
level.

Coach the Person, Not the Problem: A

3
Guide to Using Reflective Inquiry
by Marcia Reynolds
Reynolds dispels common myths about coaching and
provides insights from neuroscience to guide the
reader through why and how coaching works.

Coaching for Change Page 44

 COACHING BOOKS
Find a few good reads that will help you take your coaching
skills to the next level.

Self as Coach, Self as Leader: Developing

the Best in You to Develop the Best in

4
Others, by Pamela McLean
McLean offers a compelling case demonstrating how
the coach's personal growth will be reflected in their
capacity to coach deeper and more effectively. Packed
with tools and exercises, this is an excellent resource for
coach development.

Helping People Change: Coaching with

Compassion for Lifelong Learning &

5
Growth, by Richard Boyatzis et al.
Boyatzis and colleagues present the key principles of
the Intentional Change Model (ICT) with a
conversational and relatable approach. Filled with case
studies and powerful exercises, this is an excellent
resource for developing as a coach or coaching leader.

Professional Coaching Competencies: The

6
Complete Guide
by Damian Goldvarg et al.
A great resource for certified coaches as well as
coaches who do not hold certification, this provides a
deeper look at the coaching competencies that
support ICF accreditation.

Coaching for Change Page 45

 COACHING PODCASTS
Deep Listening: Impact Beyond Words
Take a deep dive with Oscar Trimboli into the rhythms of and strategies
for powerful listening.

Coaching for Leaders

Dave Stachowiak addresses a range of leadership, management, and
personal development topics.

Coaching Conversations
A great resource for coaching in the workplace, Tim Hagen addresses
practical coaching conversations that address everyday workplace challenges.

Coaching Real Leaders, HBR Presents

Host Muriel Wilkins presents professional challenges and strategies to support
leaders at all levels of the organization.

COACHING DEMOS

WBECS 2020 Coaching Demonstration

Marcia Reynolds, PsyD, MCC provides a quick overview of Reflective Inquiry in
coaching and then coaches Marva Sadler, CEO of WBECS on a business issue.

Life Coaching Example

Coaching example from Professional Certified Coach (PCC) Sheeba Varghese
from InviteCHANGE.

Coaching for Change Page 46

 FREE EXERCISES FOR
COACHING
DEVELOPMENT
The Deep Listening Quiz
Designed by Oscar Trimboli, the Deep Listening Quiz will Free Quiz
help you assess your number one barrier to deeper
listening.

Coaching Development Exercises

Designed by Pamela McLean, development exercises for Resources
coaches are provided here, including a powerful coaching
self-assessment, videos explaining six dimensions to grow
deeper as a coach, and free worksheets.

Coaching Skills Quiz

What's your current coaching capacity? How do you most Free Quiz
need to improve your coaching skills? Take this free quiz to
reflect on specific areas for coaching development.

Coaching Self-Assessment
Free Quiz
Mind Tools provides a straightforward coaching self-
assessment. Get your score and read through the follow-up
sections that explain key coaching competencies.

Coaching Questions & Tools

The Coaching Tools Company is a go-to source for Free Stuff
providing brandable coaching exercises, coaching
questions, and discussion of coaching trends.

Coaching for Change Page 47

 Thank You!
I would love to hear from you!
Please connect on LinkedIn,
Instagram, or through email to
share feedback, ask a question, or
Email schedule a free coaching
Website consultation.

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your guide to tips, tools, and
trends to cultivate a coach
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Dr. Bethany
Peters

Coaching for Change Page 48