Feedback in Coaching comes straight out of my Coaches Toolkit. In the Coaching Master Class training I teach the AIDA feedback model. This is about observed Actions, associated Impact, Desired outcomes and Alternative actions required to achieve the outcome. The art for the Coach is to use feedback in two distinct ways in a coaching session: pre-planned feedback; in-process feedback. Read on you find out more …
Challenging Perceptions comes straight out of my Coaches Toolkit. In the Coaching Master Class training I teach that there are instances in coaching where the Coachee will be experiencing limitations that stop or slow their progress towards achieving their business goals and fulfilling their potential. These limitation will be in their mind and be based on experience, beliefs, confidence, expectations, fears, self-image, attitude and personal agenda. Like it or not – this is their Reality. Whilst all of this may be submerged in their subconscious, it is the language they use and the emotions and behaviours they display which you can work with.
The role of the coach is to challenge the Coachee’s subconscious limitations and stimulate them to take a different and more productive conscious path; enabling them to move forward with high expectations of meeting and exceeding goals.
Here I cover two aspects of Challenging Perceptions: Body Language and Self-Talk. Read more ….
Who should be the next UK Prime Minister is back on the agenda again. In June 2019 we had a contest for the leadership of the Conservative Party. Boris Johnson won against Jeremy Hunt. He went on to win a General Election in December 2019 with a whopping 80 seat majority. I wrote about the Leadership Election and the General Election at the time.
So why are we back here again? Why do we need a new UK Prime Minister? More to the point, why have his Member of Parliament (MP) colleagues dumped him thus forcing a leadership race? He survived a confidence motion in June 2022, despite 41% of his MPs voting against him. But a string of by-election defeats led his MPs to fear he had become an electoral liability. In the last few days up to his resignation as leader of Conservative Party on 8th July two prominent members of his Cabinet resigned along with 50 Government Ministers. As one said’ “Enough is Enough“.
Levels of Listening comes straight out of my Coaches Toolkit. In the Coaching Master Class training I teach that asking good purposeful questions can only be effective if you couple it with good listening. As you move into the heart of the coaching session (GROW) you need to raise your listening from the more casual day-to-day style of listening to another level. You need to consciously throw a switch in your mind and become aware of not only what your Coachee is saying, but also the emotion and meaning behind their words. And maintain this elevated conscious state throughout the session. I cover two raised levels of listening: Active Listening and Deep Listening. Read more about them ….
Purposeful Questions comes straight out of my Coaches Toolkit. In the Coaching Master Class training I teach that asking questions is at the heart of coaching. You move from being a ‘telling’ manager to an ‘asking’ leadership coach. You develop a natural inquisitiveness. These are not casual questions, they are purposeful. You must make every question count. Each question is carefully constructed to inspire and challenge the Coachee and make progress along the GROW coaching model.
Your intention as the Coach will drive the purpose and style of the questions you ask. In the G and R stage of the GROW coaching model, your intention is to raise the Coachee’s awareness. In the O and W stage of the GROW coaching model, your intention is to create Coachee responsibility. Read more about Awareness and Responsibility ….
The Leadership Coach Blog is Six Years Old Today. Happy Birthday. Thanks to everyone who has supported us over that time. Subscribers, Guest Authors and General Visitors. There are 260+ articles for anyone to read and be inspired by. There are 35+ items in the Coaches Toolkit for Subscribers to download and use. Enjoy.
I’ve been trying to figure out the factors that have been present when my coaching has been at it’s best. Here’s where I’ve got to…
Earlier this year I spent some time looking back at coaching work over recent years. Part of my reflection was about trying to figure out what had made the best assignments better than the others. In this post I want to share with you the outcomes of my reflections – my ‘coaching big three’ success factors.
Hello. For the past six years my ambition has been to publish at least two articles each month on the Leadership Coach Blog. So far so good. Now its time to push the refresh button. I’m looking for new articles and new guest authors to boost the Blog’s output and grab new audiences. The guest author role is entirely honorary. No renumeration. Just the joy of spreading your views on Leadership and Coaching. Please swing over to ’Contact’ on the menu and let me know what you would like to write about.
A Coaching Case Study as reported by a leadership participant in my 2018 UK Coaching Master Class programme.
Vox-Pop is from the Latin vox populi and refers to popular sentiment or opinion on a subject – in other words, the voice of the people.
In this series of Blog Posts I explore the sentiments and opinions of leadership participants in my Coaching Master Class (CMC) programme. What do they think about the main coaching topics we explore together in this programme?
I look at STAR Coaching Case Study reported by a Leaders of Leaders participating in a UK programme in 2018. By this time my CMC programme had evolved to version 3 and I was using a much more comprehensive STAR template for coaching case study feedback. I look at how the Leader used the GROW Coaching Model and the Coaching Tools taught in the CMC Workshop, and the outcomes they achieved with coaching.
The is the second of two blogs about innovation. This concentrates on the connection between human personality, behaviour and innovation which, as we saw in part 1, is not only about massive, new initiatives but encompasses a broad sweep of smaller, gradual steps of improvement to processes used by an organisation, the approaches used to lead and manage its people who may no longer be working co-locatedly as they were pre-pandemic, and to product specification and service experience. Processes encompass systems, both technological ones and organisational practices.
If you are running a SME, what can you do to learn more about your natural style? How does this aid and abet innovation or raise stumbling blocks that can slow progress and burn-up scarce resources like money, time and people’s health and well-being?