Lay the foundation for a Safe and Seen coaching culture with Cylient’s Coaching in the Moment learning experience that many people respond to in a profound way. Through listening exercises, group discussions, practice with real-life coaching scenarios, and more, people discover for themselves the power that “in the moment” coaching ignites. Our simple, memorable Untying the Knot® approach to “in the moment” coaching is so practical, participants leave ready to engage in conversations they were previously avoiding.
Experience Coaching in the Moment with these delivery formats:
Train-the-trainer delivery available.
One-day in-person workshop
Virtual instructor-led workshop
Moderated digital learning experience
Recognize coaching moments in day-to-day interactions
Appreciate that others see the world differently than they do
Ignite “in the moment” insights for others that create learning and engagement
Invite others to expand their worldviews to embrace new possibilities
Create forward momentum that fuels continuous learning from day-to-day challenges
Engage in conversations they were previously avoiding
Two people on McKenna’s team were disagreeing a lot. One of those people, Jordyn*, felt talked down to and disrespected, so McKenna used her coaching skills to ask questions like: “How do you think the other person sees this? Do they have all the information they need?” She looked at the broader picture, rather than just fielding Jordyn’s complaints. Jordyn was finally able to realize the other person’s perspective and see that the other person didn’t really understand the process. In the past, McKenna would’ve just let Jordyn vent or complain and not offered anything back to the conversation. Now, McKenna know she feels appreciated and that she has a next step to resolve the issue. McKenna works on a small team, so she said one disagreement is easily noticeable. At the time of our conversation, McKenna said she was starting to see positive impacts on the team dynamics from the conversation.
Sarah* was part of a team leading a change project that was about to implement a new system for a group of employees. Her team’s job was to introduce the initiative and explain the benefits of the system to a large group in order to gain their buy-in for the change. As Sarah introduced the project in the first meeting, it was evident that they were not supportive of the initiative. Rather than arguing her point, as she would have done before taking Coaching in the Moment, she decided to use the coaching approach of telling a story to help them address what she sensed were their concerns. Sarah was a new employee herself (just a few months into the job) and, as such, she had to learn all new systems along with the one she was introducing. She shared her experience with the group, and she could see their faces relax and their reactions soften. At the time of our conversation, the new system was being implemented successfully.
After Natalie* took Coaching in the Moment, she had the confidence to talk with the call center manager regarding her concerns about how Performance Improvement Plans were being used in her department. Her non-judgmental approach to the conversation facilitated an authentic exchange. Natalie and the manager worked together to revise the scorecard and develop a coaching approach to implement it, a solution that worked for everyone—Natalie, the call center manager and the call center employees. Without Coaching in the Moment, Natalie said she might have “relied on a peer for advice on how to address the issues or not brought the idea up at all.” The new process resulted in significant change in the call center: retention improved, overall morale increased, and there was a stronger focus on the customer.
Kevin*, a project manager, was working on a project with a client. The client had a question concerning one factor of the project. Rather than telling them the answer, which in Kevin’s mind, was, “Because it’s industry practice,” Kevin decided to have a coaching conversation with them. He walked through the situation, explaining his worldview and asking questions to learn about the client’s worldview. As a result, Kevin realized that the client was more concerned with budget than he originally anticipated. This awareness helped Kevin identify with the client and have an authentic conversation about the project and its goals, including a more thorough explanation of his original decision. This shared understanding has helped Kevin and his client establish a better, more trusting working relationship that continued through that project and the projects that followed.
