Esther Derby gave the afternoon keynote on Monday.  Her presentation was on peer coaching - how do you bring back stuff you learn at a conference to your day job.  The keynote was basically things to think about when you attempt to introduce change into an organization.

There are many reasons to change: introduce a new way (to fail :-)), improve things, curiosity, to save something we value.  But all change involves loss and turmoil.  There are some approaches that may be more effective:

• Work by attraction rather than force
• Do it - ask for forgiveness rather than permission
• Let people know what's in it for them
• Plant a seed and be a sprinkler rather than a fire hose

Esther mentioned 5 questions that we should ask ourselves before inflicting coaching on people.  Unfortunately, I didn't write them down in my notes.  A few I remember:

• Is this person ready for coaching?
• Is this person ready for coaching from me?
• Am I ready to fail and not blame?

More thoughts on coaching:  Let people fail but catch them before they go too far down the wrong path.  Ask questions.  Frame situations.  Pair - sometimes it won't be apparent who is coaching who.  Debrief.  Some questions:

• What stands out?
• What was challenging?
• What went smoothly?
• What insights did you have?
• What was puzzling?
• Can you see yourself using what you're advocating?
• What would make me a better coach?

Other things to do and not do:

• Make a Powerpoint presentation
• Don't inflict help if folks don't want it or aren't ready
• Give them an overview and let them come to you if they want details.
• Check understanding by having them explain it back to you.
• Realize nodding may not equal understanding.
• Cut your losses when you realize what you're advocating isn't working.