Coaching Engagement Publication Overview

Army Techniques Publication on feedback methods.

The process of giving constructive guidance to individuals.

A method of providing feedback to address performance issues.

A more hands-on approach to skill development through feedback.

A long-term relationship that involves sharing knowledge and experiences.

Information that aids performance improvement and goal accomplishment.

Feedback can come from informal dialogues and formal processes.

Feedback delivered with purpose to achieve specific outcomes.

Effective feedback aligns with the individual's motivation to maximize improvement.

Leaders use feedback to enhance team performance and mission success.

Choosing the right moment for feedback can enhance its impact.

Feedback enhances the transfer of learning in educational or training settings.

Assessments are not separate but integral to the feedback process and mission success.

Metrics or signs used to identify gaps in skills or performance.

Questions designed to provoke deeper thinking and insight.

Standards that guide the conduct of coaching professionals.

A supportive connection between coach and coachee fostering trust.

Different depths of listening: factual, inferential, and empathetic.

Employing figurative language to clarify concepts and enhance understanding.

Recurrent themes in feedback that indicate areas for deeper exploration.

A visual tool used to break down goals into manageable steps.

A model outlining the process individuals go through to change behavior.

A technique used in motivational interviewing: Open questions, Affirmations, Reflective listening, Summarization.

Goals that are Specific, Measurable, Achievable, Relevant, and Time-bound.

The client's statements that indicate a desire, ability, reason, or need for change.

Questions that allow for elaborated responses rather than just 'yes' or 'no'.

Strategies used to give constructive responses to enhance learning and performance.

Counseling helps resolve past issues, while coaching focuses on present and future goals.

Establishing a trusting relationship to enhance communication and effectiveness.

A set of beliefs, assumptions, and values shaping thinking.

Various statements made during conversations, including assessments, assertions, requests, offers, and promises.

A personal judgment or subjective opinion on a situation.

A statement based on facts or confirming evidence.

A statement of intent that is measurable and future-oriented.

An ask for action providing clarity on expectations.

The experience leaders undergo as they listen and respond to communications.

Responding effectively with a clear vision of the end state when communicating.

The stage where individuals are unaware of the need for change.

The stage where individuals have mixed feelings and awareness about change.

The stage where individuals are getting ready to make changes.

The stage where individuals actively implement changes in their behavior.

The stage where individuals work to sustain the changes made over time.

Compliance is following orders, while commitment is intrinsic motivation for change.

Three factors: developmental, experiential, and system-level efforts help move people through stages.