Practise coaching instead of solving: ask before you advise, and leave the next step with the other person.
Building a team of independent thinkers, so their impact scales beyond their own diary.
People who want a structured framework for their formal and informal coaching sessions.
Practise the conversations in this pathway and receive feedback on what you actually said.
Build evidence around the conversations your people need to handle, with aggregate-only reporting.
Most managers spend much of their time solving other people's problems. Diana Newell's programme teaches the shift from telling to asking, so the other person leaves owning the next step.
Practise the shift from giving answers to asking questions, so the other person leaves owning the next step.
Rehearse open questions and listening in a practice conversation, then see which questions you actually asked.
Build the questioning and listening habits that make it easier for people to tell you what is really going on.
An eight-step coaching structure, from setting targets and exploring options to securing commitment and reviewing progress.
Moving your focus from your own expertise to the other person's potential, so you stay supportive and non-directive.
Creating the conditions in which people feel able to take risks, learn and try again.
Three habits that hand the thinking back to the other person.
Replacing leading questions with open ones, so the other person does the thinking.
Feedback that describes behaviour, which invites reflection rather than defensiveness.
Spotting when a problem has moved onto your plate, and using coaching to hand ownership back.
Framework: ELECTRIC
On-demand coaching is a short spoken session with Diana Newell, whenever you need it, at 3pm or 3am. Use it to prepare for the real conversation.
Conversation Insights applies the same observable-marker approach to a real conversation, with consent.
Diana Newell is a coach and team coach. She works with strategic leaders, their teams and their organisations, helping them make freer choices and act with a greater sense of agency.
An engineer by background, she worked across logistics, vacuum engineering and chemicals at The BOC Group, leading organisations in the US and Europe as an executive board member and VP. She later ran the European part of the consultancy Blessing-White, set up her own coaching practice, Jericho Partners, in 2000, and joined the OCM as a director and board member in 2011.
Practise, Measurement, Feedback, Confidence. It's in your grasp.
Psychological safety leads to better outcomes
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