Coaching Approaches in Medical Appraisal - Scotland
This PowerPoint presentation focuses on coaching approaches in medical appraisal, emphasizing the importance of building commitment and empowering individuals to take charge of their own development. It explores the benefits of coaching over feedback, the impact of coaching on clinical outcomes, and the distinction between a doctor's approach and a coach's approach in a medical setting.
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Presentation Transcript
Refresher Appraiser Training Medical Appraisal Scotland Using a coaching approach in appraisals (based on New Appraiser module) This PowerPoint has no audio nor animations. The audio has been transcribed in the Notes section for your reference. 1
NHS Education for Scotland Aims of this module Awareness of coaching approaches and techniques an appraiser can use in an appraisal discussion NOT training to be a coach 2
NHS Education for Scotland Learning outcomes Have considered how a coaching technique may be used in an appraisals 3
NHS Education for Scotland What is coaching? Builds commitment in people to improve performance Helps people to take charge of their own development * Connor and Pokora Coaching and Mentoring at Work 2012 Coaching is not: teaching, telling, instructing, advising, counselling or therapy 4
NHS Education for Scotland Coaching vs. Feedback Coaching: Developmental Question based Feedback: Focused on past behaviour Tasks/Advice oriented improvements 5
NHS Education for Scotland Coaching improves clinical outcomes* Good HR practices can affect clinical outcomes Better staff engagement leads to better services Well-led appraisals lead to greater positive impact 6 * Michael West and Jeremy Dawson NHS Staff Management and Health Service Quality, 2012
NHS Education for Scotland The Doctor vs. The Coach The Doctor: Using closed questions to diagnose quickly Rely on knowledge and expertise The Coach: Open Questions May not know the answer Help others to work it out themselves 7
NHS Education for Scotland Directive vs. Non-directive Directive Non-directive I am helping you discover issues for yourself. I am advising you. I am guiding you. I am telling you! Hard to learn when told what to do Helps people discover and commit to own plan of action Leaders have expertise Tend to set the agenda (by advising) Not appropriate in all circumstances Ask, Don t Tell. 8 If coaching were just as simple as telling, we would all be a lot smarter than we are! Mark Twain
NHS Education for Scotland Why Coaching questions work Make people think Work out the answer themselves Empowerment rather than dependency Generate their own solutions (better learning) 9
NHS Education for Scotland Open Questions Should not be yes or no answers Space to answer Personal response What, Who, Why, When, Where, How Examples: Tell me about that Describe what happened Explain that to me 10
NHS Education for Scotland GROW a model for Coaching Sir John Whitmore Widely accepted Easy to follow Provides structure Achieve conclusions Coaching for Performance Published 1992 - 2002 11
NHS Education for Scotland Coaching GROW model Goal Reality Understanding situation and barriers Options Theirs, not yours. Will What they will do 12
NHS Education for Scotland Goal Agree on a clear objective What do you want to achieve? What would success look like? Is this a realistic goal? 13
NHS Education for Scotland Reality REALITY CHECK AHEAD Discuss and understand what s going on Use probing questions: Tell me about the situation What is not working? What or who are the barriers? What have you done so far? 14
NHS Education for Scotland Options Develop a list of options Discuss and explore best way forward What does good look like to you? How might you go about it? Who would support you? What are the pros and cons of the options? 15
NHS Education for Scotland Will What WILL you do? What are you going to do? What are the next steps? How committed are you? What barriers may keep you from reaching this goal? How can you overcome them? 16
NHS Education for Scotland Further reading Connor and Pokora Coaching and Mentoring at Work 2012 Michael West and Jeremy Dawson NHS Staff Management and Health Service Quality 2012 Coaching for Performance Published 1992 - 2002 17
