Change Selection
01
Please choose a question
How do we help senior leaders focus on their real work as opposed to responding to high pressure
How do you get anything done when it is not in the interest of some people to be engaged?
How do you manage the disconnect between intentions at the top and what is actually delivered on the ground?
How do you move people’s focus from process to outcomes?
How do you use Sustainability & Transformation Plans and/or Devolution to really change the way we do things?
What moves a senior group from analysis to action on a tricky issue?
TRANSFORMATIONAL COACHING
The CLEAR Model
(Contracting, Listening, Explore, Action, Review)
Hawkins
Transformational Coaching aims to create ‘shifts’ in the understanding and
reasoning that are behind certain behaviours, as well as the behaviours themselves.
Hawkins, drawing on the theories of Bateson, describes this as level 2 learning, or
double loop learning (Arygris). The underlying principle is that change begins in the
room. The intention is that this will create shifts across the wider system.
The CLEAR Model is also used in team coaching, through the CID-CLEAR model.
Using CLEAR
Contracting: Facts and patterns of behaviour
Listening: Behaviours and feelings
Explore: Feelings and assumptions
Action: Feelings, assumptions and behaviours
Review: Facts, behaviours, feelings and assumptions
The Process
The CLEAR Model works across four interlinked areas.
Hawkins describes them as The 4 Levels of Engagement.
Further Resources
Provided by ASQ, this video gives an animated explanation of the Nominal Group Technique and its use.