We’re all trying to help people change. Yet, changes are too few and too slow. The biggest reason is we’re focused on the wrong thing. By moving conversations from WHAT, the behaviors, to WHY, the meaning underneath those behaviors, we can see real change. Here’s how.
I worked with a group of CEOs to help them move from micromanaging to a more developmental approach with their teams. Five minutes into my workshop, one CEO become a bit animated. “If we hired qualified people, I wouldn’t have to develop them,” he said. “I don’t have time for this!”
Coaching has an identity problem in organizational settings. Everyone knows about coaching and may even use the term to describe how they work with people, but few are actually coaching. A new study demonstrates that managers believe they are coaching when they are actually just telling people what to do. Worse, because peers reward their micromanager-as-coach approach, the wrong behaviors are reinforced. The good news is there’s a fairly easy solution to help managers begin to coach and see powerful results.
While teaching coaching skills for more than a decade I’ve witnessed firsthand the massive shifts in how leaders communicate after receiving a little training. Yet, I was still surprised by
The Coach Knowledge Assessment is an assessment the International Coach Federation uses to measure coaches’ understanding of the knowledge and skills important in the practice of coaching. If you have good coaching training, with these tips, you should pass the ICF CKA with flying colors!
Coaching has turned into a $2 billion a year industry. The International Coach Federation (ICF) is the largest coaching association in the world with more than 34,000 members in 145 countries. The ICF
Good action steps are critical to getting things done. You need to make action steps for yourself and you may need to coach other people to form theirs. Not all action steps are created equal. Here’s how to make good action steps.
As a professional coach, I know my client will only make progress on their goals if
Coaching skills are useful with everyone we meet, no matter if we have three minutes or an hour. Here’s how to use the five steps of The COACH Model® in daily conversations.
We have conversations everyday. Most of them are not coaching conversations. They are brief interactions on-the-go. You can build stronger relationships and
Leaders learning coaching skills are often uncomfortable with conversations that involve emotions. It’s easy for results-oriented leaders to dismiss these conversations as a distraction from the real work of achieving results. They couldn’t be more wrong. Discussing emotions is essential for bottomline results.
Lack of emotional self-awareness can be a fatal flaw in leaders. Emotions such as anger and
Many coaches, as well as consultants, small nonprofits, and solo-penuers try to project a larger image to potential clients by writing in the 3rd person voice of their company. They try to hide that it’s just them. This is a mistake. Potential clients want a relationship with a person, not a company, so get personal to win more clients.
When I began coaching I came up with a name that sounded big and authoritative, Creative Results Management. I then set to work creating a website written in the 3rd person voice of the company, “we” this and “we” that.
The problem was
I’ve spoken individually to hundreds of people about choosing a coaching training program. The process can be confusing because of so many options, approaches, and ways of describing programs. Here is my best advice on choosing the right coaching training for you.
6 Tips To Choosing A Coaching Training Program
Every coaching training program highlights their own advantages. This makes it difficult to compare various programs apples-to-apples. I want to clear up some of the confusion and give you 6 tips to choosing the best coaching training for you.