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EAP AS COACH _amp; CONSULTANT

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EAP AS COACH _amp; CONSULTANT Powered By Docstoc
					EAP AS COACH &
CONSULTANT
Tom Murphy, MS, LMHC, NCC, CEAP
President, Spenser & Associates, Inc.
www.spenserandassociates.com
An optimist is a person who sees
a green light everywhere, while
the pessimist sees only the red
stop light……..but the truly wise
person is color-blind.
                  Albert Schweitzer
Who  do we
have in the
“House” today?
 
EAP CORE TECHNOLOGY

 (1) Consultation with, training of, and assistance
 to work organization leadership (managers,
 supervisors, and union stewards) seeking to
 manage the troubled employee, enhance the work
 environment, and improve employee job
 performance, and outreach to and education of
 employees and their family members about
 availability of EAP services;
 (2) Confidential and timely problem identification/assessment services for employee clients with personal
 concerns that may affect job performance;
 (3) Use of constructive confrontation, motivation, and short-term intervention with employee clients to
 address problems that affect job performance;
 (4) Referral of employee clients for diagnosis, treatment, and assistance, plus case monitoring and follow-up
 services;
 (5) Consultation to work organizations in establishing and maintaining effective relations with treatment
 and other service providers and in managing provider contracts;
 (6) Consultation to work organizations to encourage availability of, and employee access to, health benefits
 covering medical and behavioral problems, including but not limited to alcoholism, drug abuse, and mental
 and emotional disorders; and
 (7) Identification of the effects of EA services on the work organization and individual job performance.
ICF CORE COMPETENCIES

   A. SETTING THE FOUNDATION
    1. MEETING ETHICAL GUIDELINES AND
    PROFESSIONAL STANDARDS
    2. ESTABLISHING THE COACHING AGREEMENT
   B. CO-CREATING THE RELATIONSHIP
    3. ESTABLISHING TRUST AND INTIMACY WITH THE
    CLIENT
    4. COACHING PRESENCE
   C. COMMUNICATING EFFECTIVELY
    5. ACTIVE LISTENING
    6. POWERFUL QUESTIONING
    7. DIRECT COMMUNICATION
   D. FACILITATING LEARNING AND RESULTS
    8. CREATING AWARENESS
    9. DESIGNING ACTIONS
    10. PLANNING AND GOAL SETTING
    11. MANAGING PROGRESS AND ACCOUNTABILITY
COACHING/CONSULTANT
BACKGROUND
 INDUSTRIAL-I/O PSYCHOLOGY & SOCIAL
  WORK
 PSYCHOLOGY OF SPORT

 SHORT TERM/BRIEF/SOLUTION FOCUSED
  Tx
 PERFORMANCE ASSESSMENT/SCREENING

 FOUNDATIONS & GROWTH OF POSITIVE
  PSYCHOLOGY
 “CORPORATE ATHLETE”/RESILIENT
  LEADER
              Therapy                                  Mentoring                                 Consulting                      Coaching
     Deals mostly with a person’s               Deals mostly with succession                 Deals mostly with problems     Deals mostly with a person’s
     past and trauma, and seeks                 training and seeks to help                   and seeks to provide           present and seeks to guide
     healing                                    someone do what you do                       information (expertise,        them into a more desirable
                                                                                             strategy, structures,          future
                                                                                             methodologies) to solve them
     Doctor-patient relationship                “Older/Wiser”-Younger/Less                   Expert-Person with Problem     Co-creative equal
     (Therapist has the answers)                Experienced relationship                     relationship (Consultant has   partnership (Coach helps
                                                (Mentor has the answers)                     the answers)                   client discover their own
                                                                                                                            answers)

     Assumes emotions are a                     Is limited to emotional                      Does not normally address or   Assumes emotions are
     symptom of something wrong                 response of the mentoring                    deal with emotions             natural and normalizes them
                                                parameters (succession,                      (informational only)
                                                etc.)
     The Therapist diagnoses,                   The Mentor allows you to                     The Consultant stands back,    The Coach stands with you,
     then provides professional                 observe his/her behavior,                    evaluates a situation, then    and helps YOU identify the
     expertise and guidelines to                expertise, answers                           tells you the problem and      challenges, then works with
     give you a path to healing.                questions, provides guidance                 how to fix it.                 you to turn challenges into
                                                and wisdom for the stated                                                   victories and holds you
                                                purpose of the mentoring.                                                   accountable to reach your
                                                                                                                            desired goals.
   Patrick Williams, EdD, presentation to EASNA, “From Counselor to Coach”, Chicago, 2005
“IF ALL YOU HAVE IS A
HAMMER, EVERTHING
LOOKS LIKE A NAIL”
THE DISCOVERY PHASE
 Using Interviews to Understand the System and
  Build Relationships
 Probing to Discover the Underlying Dimensions
  of the Problem
 Dealing with Resistance in Interviews and the
  Feedback Meeting
 Organizing the Data into Critical Issues

 Constructing Descriptive, Non-evaluative
  Feedback Statements
PETER BLOCK, OVERVIEW OF
CONSULTING SKILLS
WHAT ARE YOUR
GREATEST
CHALLENGES WITH
YOUR CLIENTS,
CUSTOMERS, OR
PAYORS?
-
 THINK   ABOUT YOUR LONGEST
    CLIENTS, CUSTOMERS, PAYORS,
    ETC…………….AND

 WHAT   WOULD YOU SAY ARE THE
    MAIN REASONS THEY HAVE
    CONTINUED TO WORK, CONTRACT,
    ENGAGE WITH YOU/YOUR
    SERVICES?…..AND
WHAT WOULD YOUR
CLIENTS, CUSTOMERS,
PAYORS SAY ABOUT WHY
THEY HAVE CONTINUED
TO WORK, CONTRACT OR
ENGAGE WITH YOU/YOUR
SERVICES?
   YOU/YOUR COMPANY USE OR
 IF
 PLAN TO CONTRACT WITH A
 COACHING/CONSULTING
 PERSON/FIRM/COMPANY FOR YOUR
 OWN ORGANIZATIONAL,
 PROFESSIONAL, OR PERSONAL
 NEEDS NOW, WHAT ARE THE
 CHARACTERISTICS, TRAITS,
 SUBJECT MATTER EXPERTISE,
 STYLE (Technical, Interpersonal,
 Consulting), YOU WOULD REQUIRE?
DOYOU/YOUR COMPANY
POSESS AND
DEMONSTRATE THESE
SAME QUALITIES,
CHARACTERISTICS,
TRAITS,
ACCOUNTABILITES FOR
ALL OF YOUR CLIENTS?
   WHAT THEN DO YOU NEED/WANT/PLAN TO
    DO TO BECOME OR MAINTAIN YOUR
    STATUS AS YOUR CLIENTS OR CUSTOMERS
    MOST




      TRUSTED ADVISOR

				
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posted:7/13/2013
language:English
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