Hi, Coach2s! Welcome to the resource page!

Additional materials and FAQs discussed in the Corner will be here for your reference. If there’s anything else you’d like to suggest or request, let Jessica know by emailing jessica@catalyticcoaching.com.

Coaching Questions

How to use Catalytic Coaching in the interview process

1. Set the stage. Let the prospective hire know that you do things a little differently. Your company uses Catalytic Coaching for performance management. This process incorporates their input and ensures they are in the right seat for them.
   You’ll be giving them a taste of the process by using the very first step: the yellow Employee Input sheet. No one will be grading their answers, there’s no right or wrong. 

2. The Plus/Deltas. What are their greatest accomplishments and disappointments? If that seems too broad for them, ask specifically about their career or give them a time frame. This will give you insight into how they view their contributions. Of course, new hires will often skew their answers to sounds positive. If it feels disingenuous, drill down on it. Ask for more details.

3. Keep going. Continue through the rest of the sheet. How they talk about connections they made will leave clues about how they interact with others. What they’ve done for themselves lately could tell you what they prioritize or that they struggle with work/life balance.

4. Look to the future. The hardest question always seems to be “what they want to be when they grow up.” The most common answer is “I don’t know.” You’ll also have folks who give you canned answers about being management, even though they may not be the type to enjoy climbing the corporate ladder. Asking clarifying questions can bring out authentic answers. Don’t be afraid of silent pauses. Let them fill in the gaps.

How to overcome pushback: “It takes too much time”

1. Ask for clarity. Why exactly is it taking too much time? Is it because they don’t leverage it as performance management and still treat it as an old review? Management should be ongoing, not one and done.
   Alternatively, is it their workload? Do they genuinely not feel like they have 5 hours spread out over an entire year to coach their team? Do they have too many direct reports?
   Are they not sure HOW to coach them? Is their own coaching a little too vague? Maybe they didn’t process the training and need some Coach2 support.
   This clarity can be asked for individually, in small groups, or as larger town hall style meetings.

2. Check the sheets. Sometimes a coach doesn’t like coaching because they’ve made it hard on themselves. A Coach2 should review the blue Coaching Worksheets sheets for good headlines and clarifying statements. It’ll also be helpful to look over the green Development Plans to ensure goals are being properly set.

3. Refresh training. Often the problem comes through lack of understanding. They don’t really “get” Catalytic Coaching. A Coach2 can either design and implement refresher training or talk to Gary and his team to arrange something. These can be held in-person or virtually.