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Facilitating
Individual
Performance
Performance of an
individual = potential +
attitude -
interference.
Interference creates a huge gap between the potential and
performance. It is usually based in fear, uncertainty and doubt (FUD).9 Interference crops up
in many forms, but nothing gets in the
way of peak performance more than doubt.7 You can reduce
interference by focusing attention of the player. When the player's
attention is focused, he enters a mental state – the state of
relaxed concentration – in which he can
learn and perform at his best.8...
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Bad Feedback vs. Good Feedback
Bad Feedback:
Demotivates,
focuses on blame; creates defensiveness and confrontation
Good
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Feedback:
Encourages,
focuses on
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improvements – achieved or possible; creates
trust and
cooperation...
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Growing Role of
Non-directive Coaching
Coaching became one of the "hot" areas of
personal, professional, and business development. There is in-build limitation in training and consulting, as
well as directive coaching that involves directing, telling and instructing, which is the person giving advise or instruction has to know the answer
already, or has to be able to work it out. Given the complex structure in
most organizations as well as constantly and rapidly changing business
environment in
today's knowledge-driven economy, that is an unrealistic proposition.
Non-directive coaching that involves
inspiring,
asking effective questions,
summarizing, paraphrasing, reflecting, and
listening can help you and the player you are coaching achieve amazing
results. If you adopt non-directive approach, people learn in minutes things
that would take you, operating from a more conventional directive model,
hours to teach.
Focusing on the Person, Not the Subject
Coaching is the key to unlocking the potential of your
people, your
organization, and yourself. It is based on the concept that individuals
learn most from the everyday application of skills and by trying things out
in practice.
"Not only is there no established body of knowledge called
coaching, but the coach often has less expertise that the one being coached.
The coach does not need to impart knowledge, advice, or even wisdom. What he
or she must do is speak and act, in such a way that others learn and perform
at their best."7
The coaching is all about helping others
to identify and define their specific
goals, and then organize themselves to
attain these goals. Coaching deals with building an
individual's personal skills, from setting the goals, to
communication, management style,
decision making and
problem solving.
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Problem Solving Strategies:
4 Levels
Coaches draw upon a
client's inner knowledge, resources and
creativity to help him or her be
more effective. It is about bringing the same structure and
creativity to your interaction with
colleagues as you bring to
solving business problems.
Increasing Role of Coaching at Work
The
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new breed of leaders
recognizes that in today's complex
business environment autocracy no longer works, yet the empowerment alone is
not enough. New
management model is a
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synergy
of three roles: ❶ Manager;
❷ Leader; ❸
Coach...
More
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Inspirational Leader:
10 Roles
Balanced Organization:
5 Basic Elements
Corporate Leadership
(Fire):
Coaching vs. Micromanaging
Micromanagement won't work when
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teamwork and
continuous
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innovation
is
a priority...
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Modern Management: 12 Breakthrough Ideas
Source: Harvard Economic Review
Executive summary by Anastasia Bibikova.
The best ideas related to the practice of management. If you
know somebody has used them, don’t try to repeat. Simply consider them,
debate them and let them inspire your own thinking!...
8. The Use of Giving Alms:
There is no use giving alms to those who need assistance. Why
should you be too much compassionate to people who are just looking for 2-3
“coaching” words to find
their own way/ solution?...
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Executive Leadership Coaching
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Today,
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corporate leaders
must be coached on a regular basis. Constant, rapid
and unpredictable
change require high
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flexibility in
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leadership.
In this rapidly changing environment,
executive coaching can
increase individual productivity significantly...
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Coaching and Self-Coaching
with the GROW Model
The GROW (Goal, Reality,
Options, Wrap-up) model is one of the most common coaching
tools. The framework provides a simple four-step structure for a coaching
session.
To
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improve
your performance and develop a roadmap to your
personal success, you can also use the
GROW model on yourself: identify
specific goals you wish to achieve; assess the current situation; list your
options and make choices; and, finally, make steps towards your goal
specific and define timing...
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Managing
Cultural
Differences
When coaching someone from a
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different culture
, use
cross-cultural differences
management techniques and
skills, in particular...
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Selling by
Coaching
To be a
great salesperson, you must
treat your prospective customer as
a player who wants to achieve extraordinary results. You
are to help the player win....
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 Business e-Coaching
To build
sustainable competitive advantage for the
new knowledge-driven economy and
compete successfully in the rapidly changing marketplace, companies need
continuous coaching and learning support to be provided to all their key
employees in a continuous and timely way. Responding to these needs, the
first-ever online Business e-Coach was developed
and launched by 1000ventures.com in 2001...
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Coaching Involves...
Coaching Toolkit...
Coaching in the Team Context...
Foundation of Successful Coaching...
NLP Solutions: Coaching Others...
Providing Effective Feedback: the
AID
Model...
Observing - the Key to
Coaching...
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