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Coaching, especially in the realm of Scrum, involves adopting a certain stance that facilitates the learning and growth of the team members. This article will delve into the details of three critical elements of a coaching stance, as relevant to the Advanced Certified ScrumMaster (A-CSM) exam.
At the very heart of a well-structured coaching stance lies the emphasis on a non-directive approach. The non-directive approach, as contradicted by the directive approach, gives authority and decision-making power to the coachee, allowing them to strive for their solutions.
The coach, in the non-directive approach, functions not as an authority figure nor as an expert who provides solutions. Instead, they act as a facilitator, guiding the coachee towards their improvement.
Directive Approach | Non-Directive Approach |
---|---|
The coach assumes the role of an expert and provides solutions. | The coach guides the coachee towards finding their solutions. |
The coach directs the conversation and has the final authority. | The conversation is coachee-led, and the coach mainly asks questions. |
The main responsibility for the coachee’s growth lies with the coach. | The coachee is primarily responsible for their growth. No change is forced. |
A good coach thrives on curiosity and learning. They demonstrate inquiry over advocacy, meaning they ask insightful questions to provoke thought rather than providing answers directly. The purpose here is to stimulate the coachee’s self-reflection, promote their understanding, and eventually guide them towards their solutions.
For example, instead of telling a Scrum team member that their delivery timeline seems unrealistic, a coach may ask, “How confident are you about meeting the proposed deadline with the current progress status?” By doing so, the coach triggers a thought process that encourages the team member to analyze their work and devise a solution.
Lastly, a significant element of a coaching stance is fostering a climate of trust and psychological safety. The coach needs to ensure that the coachee feels secure about sharing their feelings, thoughts, and concerns without fear of judgment. This trust and safety will allow open dialogue, enabling better problem-solving, learning, and growth.
A coach can foster such an environment through practices like active listening, validating the coachee’s emotions, maintaining confidentiality, and showing empathy. For instance, if a team member is apprehensive about sharing a challenge they’re facing, reassuring them that their concern is valid, and their communication is confidential can build trust and psychological safety.
In conclusion, adopting a non-directive approach, embracing curiosity and learning, and cultivating trust and psychological safety are three critical elements of a coaching stance. They pave the way for a productive, growth-oriented coaching experience, a vital aspect in Scrum, and especially useful for those preparing for the Advanced Certified ScrumMaster (A-CSM) exam.
Correct Answer: b) False
Correct Answer: d) Dictating team roles and tasks
Correct Answer: a) Encouragement and Goal setting, c) Evolutionary Values and Behaviors, d) Facilitating self-discovery, empowerment, and self-management
Correct Answer: b) False
Correct Answer: b) Encouraging self-management and discovery
Correct Answer: b) Empowerment and Self-Management, c) Encouragement and Guidance, d) Evolutionary Values and Behaviors
Correct Answer: b) False
Correct Answer: b) Instructing the team on every move to make
Correct Answer: a) True
Correct Answer: b) ScrumMaster fostering team collaboration and collective ownership., c) ScrumMaster facilitating team focus on delivery and cohesion.
Correct Answer: b) False
Correct Answer: b) Promote freedom and self-management among team members
41 Replies to “describe at least three elements of a coaching stance.”
Constructive feedback is another important element. It helps in guiding the team without being overly critical.
Maintaining a balance between positive and constructive feedback is crucial.
Constructive feedback helps in continuous improvement while maintaining morale.
Could anyone suggest some resources or books on improving powerful questioning?
I recommend ‘The Coaching Habit’ by Michael Bungay Stanier. It’s an excellent read.
Another good book is ‘Co-Active Coaching’ which delves deep into powerful questioning techniques.
The blog post missed accountability. Coaches need to hold the team accountable to their commitments.
Accountability is essential for maintaining progress and trust within the team.
True, accountability ensures that the team follows through on their goals.
I didn’t quite get the concept of powerful questioning. Can someone elaborate?
It’s about asking ‘why’ and ‘how’ questions to explore the problem from different angles.
Powerful questioning involves open-ended questions that encourage more in-depth responses rather than yes/no answers.
Honestly, I feel the post could have included more real-world examples.
The first element of a coaching stance is active listening, which is key for understanding team concerns.
I agree, and it also builds trust within the team.
Absolutely, active listening can make a huge difference in identifying underlying issues.
In my experience, empathy is also a vital element of a coaching stance.
I agree, empathy helps in creating a supportive and understanding team environment.
Empathy can also lead to better communication and conflict resolution.
Great insights on the coaching stance! Thanks!
How does one practice active listening more effectively?
Taking notes and summarizing can also help ensure you are truly understanding the speaker.
Focus on the speaker, avoid interruptions, and use reflective listening techniques.
I think including self-awareness as part of a coaching stance is essential too.
Absolutely, being aware of one’s biases and reactions can enhance coaching effectiveness.
Interesting point! Self-awareness can definitely affect how a coach interacts with the team.
I think cultural sensitivity should also be part of coaching, as it affects team dynamics.
It leads to more inclusive decision-making and problem-solving processes.
Cultural sensitivity can certainly help in understanding team values and perspectives better.
Just what I needed! Thanks!
Another element is powerful questioning. It’s about asking questions that provoke thought and reflection.
Yes, powerful questioning helps in finding solutions rather than giving them.
It encourages team members to think deeply and come up with their own insights.
Thanks for the post! Very useful.
Great post! Learned a lot.
Thank you for sharing this!
Appreciate the concise explanations in this post.
Nice article, it’s given me some new perspectives.
How important is it to balance between coaching and managing?
Very important, as coaching is more about guidance and self-discovery, while managing often involves directive tasks.
Balancing both ensures that team members grow independently while meeting organizational goals.