Moderator-Sherry Read
Yesterday, I got the chance to join my second teleclass course in my life with ICA and I was still so excited. Again, it was a very special and enjoyable experience, again. The moderator facilitate this course into four parts:
1. Ice-Breaking: Welcome everyone, and invite every person to introduce themselves.
2. Brief Course Introducing: Introduce the course and ask attendants to share their own experience about the topic -"The Trial Session".
3. The trial session "Role-Play" practice: Invite someone who can be coach and coachee. In this course, Christian was coach and Med (I am not sure about the spelling) was coachee .
4. After Action Review (AAR): Invite all attendants to share their opinions to Christian about her performance in this practice and her own feedback. I really like and enjoy this learning structure and especially, while Sheri asked us again, please tell us what do you take away from this course. The final question did make me to review what I have learned during this participation and my forward action should be.
I am getting used to the teleclass and it is not so difficult as I thought at the beginning.
2009/1/12
REFLECTION AND APPLICATION-EFFECTIVE FEEDBACK-The third one
1. What are three situations you might encounter as a coach in which
role-play could be useful?
a. A client is facing a situation in considering to change a job or career;
b. How to communicate something sensitive to a partner, especially the
partner is tough in his thought;
c. Correcting an employee’s behavior, while the client is in a level of
management team.
2. Find one friend who is willing to be coached on an issue. I had chances
to do two role-plays with one of my friend in asking for a raise and how
to apologize for something they did wrong several days ago.
Both of us did enjoy the process a lot and I have him to come out with
an insight which he always has, but doesn't have the chance to think it
out. This is a really nice learning experience.
3. BONUS: Practice with at least two more people. Do both, the standard
role-play and reverse role-play. I did this with my crew:
One is to practice about how to propose to his girlfriend, and the other
one is how to handle a complaint they have with his wife. We all
found the technology is very useful and we like it a lot.
role-play could be useful?
a. A client is facing a situation in considering to change a job or career;
b. How to communicate something sensitive to a partner, especially the
partner is tough in his thought;
c. Correcting an employee’s behavior, while the client is in a level of
management team.
2. Find one friend who is willing to be coached on an issue. I had chances
to do two role-plays with one of my friend in asking for a raise and how
to apologize for something they did wrong several days ago.
Both of us did enjoy the process a lot and I have him to come out with
an insight which he always has, but doesn't have the chance to think it
out. This is a really nice learning experience.
3. BONUS: Practice with at least two more people. Do both, the standard
role-play and reverse role-play. I did this with my crew:
One is to practice about how to propose to his girlfriend, and the other
one is how to handle a complaint they have with his wife. We all
found the technology is very useful and we like it a lot.
REFLECTION AND APPLICATION-EFFECTIVE FEEDBACK
When and how might you use role-play with your clients?
I really agree the perspective of role-play will provide a different perspective and allow them to not only practice receiving feedback, but also learn how to give it. When and how might you use role-play with your clients? Like the information we have in the document, I will use it for the following situations: when a client is unsure on how to have a conversation with someone; or has some fear around what to say and how to proceed. In this case, role-play becomes essentially a practice for conversation. This is done so the client can find some powerful and clear way to communicate to resolve the situation. As a coach, we can provide them with effective feedback on how to make it even more powerful. We can use the technology in two ways,
1. Role-play takes place when the client plays themselves.
2. Reverse role-play, the coach plays the role of the client, and the client play the role of the person they want to have a conversation with to clarify an issue.
I really agree the perspective of role-play will provide a different perspective and allow them to not only practice receiving feedback, but also learn how to give it. When and how might you use role-play with your clients? Like the information we have in the document, I will use it for the following situations: when a client is unsure on how to have a conversation with someone; or has some fear around what to say and how to proceed. In this case, role-play becomes essentially a practice for conversation. This is done so the client can find some powerful and clear way to communicate to resolve the situation. As a coach, we can provide them with effective feedback on how to make it even more powerful. We can use the technology in two ways,
1. Role-play takes place when the client plays themselves.
2. Reverse role-play, the coach plays the role of the client, and the client play the role of the person they want to have a conversation with to clarify an issue.
REFLECTION AND APPLICATION ON EFFECTIVE FEEDBACK
REFLECTION AND APPLICATION on EFFECTIVE FEEDBACK:
1. Choose three people who know me well and ask them for feedback on something in my life right now.
Answer: I choose the speech which I gave to my colleague.
2. Evaluate the feedback you were given. How did you respond? Was some feedback better than others? What made it so? What did you learn from this exercise?
Reflection: I highly appreciate about the feedback. For sure, there is some feedback better than others. While the feedback is simply a feedback, there are no personal opinions and judgments. What I learned from this exercise is "Give feedback is to simply mirror it back to the person the way we see it", this is very important. I appreciate neither judgments nor opinions while I got some feedback. I just would like to have someone give me effective feedback and I can judge and modify it by myself.
1. Choose three people who know me well and ask them for feedback on something in my life right now.
Answer: I choose the speech which I gave to my colleague.
2. Evaluate the feedback you were given. How did you respond? Was some feedback better than others? What made it so? What did you learn from this exercise?
Reflection: I highly appreciate about the feedback. For sure, there is some feedback better than others. While the feedback is simply a feedback, there are no personal opinions and judgments. What I learned from this exercise is "Give feedback is to simply mirror it back to the person the way we see it", this is very important. I appreciate neither judgments nor opinions while I got some feedback. I just would like to have someone give me effective feedback and I can judge and modify it by myself.
Discussion on Course FC-103-Effective Feedback
DISCUSSION: Today I got the chance to pick three topics to contribute to an open discussion on the discussion board under the topic Effective Feedback in ICA:
1. How do you feel about receiving feedback?
I feel so good, because I can discern that has been concerned by
someone else, especially, if the feedback is effective.
2. What is the difference between feedback and criticism?
The information from the document which we got,
Criticism is more to be: Personal/Fault-
finding/Opinion based/Unsolicited /Subjective
/Focused on the past/Destructive/Emotional.
Feedback is more about: Not personal/Opportunity finding
/Fact based/Often welcomed/Objective/Focused on the
future/Constructive/Not emotional, and neutral.
3. What is the purpose of feedback in a coaching situation?
Effective feedback creates a kind of awareness that makes a
difference in how one sees things. It provides insight, opens thought
and expands vision.
1. How do you feel about receiving feedback?
I feel so good, because I can discern that has been concerned by
someone else, especially, if the feedback is effective.
2. What is the difference between feedback and criticism?
The information from the document which we got,
Criticism is more to be: Personal/Fault-
finding/Opinion based/Unsolicited /Subjective
/Focused on the past/Destructive/Emotional.
Feedback is more about: Not personal/Opportunity finding
/Fact based/Often welcomed/Objective/Focused on the
future/Constructive/Not emotional, and neutral.
3. What is the purpose of feedback in a coaching situation?
Effective feedback creates a kind of awareness that makes a
difference in how one sees things. It provides insight, opens thought
and expands vision.
2009/1/9
Reflection on Course FC-103-Effective Feedback 2
Moderator-Angela Wahl
Yesterday, I got the chance to join my first teleclass course in my life with ICA and at beginning, I was so excited. This is a very special and enjoyable experience.
The moderator-Miss Angela Wahl, besides as a experienced coach, I found out that she is a very good facilitor as well. During the course process, she took care of all participants and invited everyone to join the discussion comfortably.
I would like to seperate the process into 4 parts:
1. Ice-Breaking: Welcome everyone, and invite every person to introduce themselves.
2. Brief Course Introducing: Introduce the course and ask attendants to share their own experience about the topic -"effective feedback".
3. Role-Play Practice: Invite someone who can be coach and coachee. In this course, Kevin was coach and Levi(I am not sure about the spelling) was coachee . They are talking about the career issue to the coachee.
4. After Action Review(AAR): Invite all attendants to share their opinions to Kevin about his performance in this role-play pracitce and his own feedback.
I really like and enjoy this learning structure and especially, while Angela asked us, please tell us what do you take away from this course. The final question did make me to review what I have learned during this participation and my further action should be.
Thank you so much, Angela and all attendants.
Yesterday, I got the chance to join my first teleclass course in my life with ICA and at beginning, I was so excited. This is a very special and enjoyable experience.
The moderator-Miss Angela Wahl, besides as a experienced coach, I found out that she is a very good facilitor as well. During the course process, she took care of all participants and invited everyone to join the discussion comfortably.
I would like to seperate the process into 4 parts:
1. Ice-Breaking: Welcome everyone, and invite every person to introduce themselves.
2. Brief Course Introducing: Introduce the course and ask attendants to share their own experience about the topic -"effective feedback".
3. Role-Play Practice: Invite someone who can be coach and coachee. In this course, Kevin was coach and Levi(I am not sure about the spelling) was coachee . They are talking about the career issue to the coachee.
4. After Action Review(AAR): Invite all attendants to share their opinions to Kevin about his performance in this role-play pracitce and his own feedback.
I really like and enjoy this learning structure and especially, while Angela asked us, please tell us what do you take away from this course. The final question did make me to review what I have learned during this participation and my further action should be.
Thank you so much, Angela and all attendants.
2009/1/5
Refection on the talking with learning buddy
Several days ago, I got the chance to talk with my learning buddy who lives in Tokyo, Japan. I really like her name Faiza: "Find your Authentic Self and Inspire your Zest for Action." Her name has explained a lot about coaching. In this learning journey, I am trying to learn how to inspire myself, then others to the zest for action. Through this learing process, I do believe that I can get the power and confidence about supporting people to making their dreams come true.
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