Coaching 06,buddhism in practice lopez youtube,yoga 12 poses - 2016 Feature

Sometimes even if we give feedback, we deliver it in such a “sugar-coated way” that the coachee misses it altogether.
1) Clarity – Before you have the conversation get clear and specific on what you want to communicate. 2) Compassion – We often tie ourselves up in knots because we make giving the feedback about us rather than a behavior change that will serve the coachee. Compassion for the coachee helps us put ourselves in their shoes and have a more emotionally intelligent conversation. If giving the feedback is still a bit uncomfortable for you, experiment with being vulnerable and simply stating “I wish I was more practiced at giving feedback” creates an environment of greater trust and authenticity for the conversation.
3) Curiosity – Coaching conversations are more about listening and asking good questions than talking. 4) Confirmation – Feedback conversations are difficult because our own emotions are often caught up in them (both on the side of the coach and the coachee). 5) Commitment – The end result of any great coaching conversation is a clear commitment to results and a strengthened trust in the relationship. One last coaching question to ask if you’re looking to grow in your own ability to coach is to ask your coachee “How was this coaching conversation for you? This article was written by Henna Inam, executive coach, speaker, and author of the book Wired for Authenticity. She works with women to help them realize their potential to be authentic, transformational leaders.
My name is Gaurav and i work as an AM Training with an MNC corporation , Just wanted to say that these topics that you have written on are just amazing and i normally keep checking all that you write on.
I won’t spend our time talking about myself. That is the first thing I believe about coaching. I won’t work with anyone who isn’t actively working on their business and therefore getting a return on their coaching investment. Many of my clients struggle in business because they associate sales with “Herb Tarlick” or the pushy used car dealer. I’ve been studying selling as an art since the ‘70s – and I’ve learned that you can use the exact same techniques to be either manipulative or helpful. Although I was trained and certified by an international certification body, I don’t believe that certification is the best way to determine the quality of a coach. As the oldest of 8 children, I used to ride my bicycle to the library every 2 weeks to get books for my siblings. I would carefully select 3 books for each of my brothers and sisters, based on their age and interests.
Even today, I need to stop myself from offering “coaching” to anyone who dares to golf or ski with me.

My titles read Area Director and General Manager – yet much of my work boiled down to business coaching.
One of my clients advised me to tell you that I’m not nearly as cranky as I might sound on this About page…I’m actually very approachable, easy to talk to and enjoyable to work with. And in case you are wondering if it’s a good idea to connect with me, consider another quote from Maimonides. Another big lesson was learning to value my time, wow, I became a lot more productive and focused! Coaching feedback forms are important to help in improving a club’s performance by providing evaluation on the team’s coach. The feedback form can be filled out either by parents, guardians, spectators, fans or team members.
You can Download the Coaching Feedback Form Template form, customize it according to your needs and Print. Microsoft® and Microsoft Excel® and Microsoft Word® are registered trademarks of Microsoft Corporation. The vision of Co-Coaching℠ is to move beyond the simple skills that individual coaching can build, and approach life as a creative social endevour with your peers. Co-Coaching℠ helps you unlock the full potential of your life, to help you reach your goals -- both personal and professional. Some Co-Coaching℠ educational materials are only distributed for classes, workshops & seminars!
November 19, 2014 By Dawn Rees Leave a Comment I am on my way to Venice for the European Mentoring and Coaching Council conference.
More and more I am encountering clients who are a at a crossroads in their life and it is affecting their work – or are at a crossroads in relation to work and it is affecting their life. A direct report of yours just gave a presentation to senior management.  The presentation went okay but frankly could have gone a lot better.
A Corporate Executive Board survey suggests that firms whose culture encourages open communication outperform peers by more than 270% in terms of long-term (10 year) total shareholder return.
And specificity is hard when we’re giving feedback on “softer” behaviors like a person’s self-confidence or the way they dress. When we come from a place of curiosity rather than judgment or attachment to our own point of view, new insights can appear and solutions can be co-created that will help us capture stronger commitment (see below).
When emotions get involved it’s hard to really listen clearly (more on this in the blog post “Listen to how you Listen”.
Am I reading that correctly?” Acknowledging emotion is a great way to have a more authentic conversation.

Consultants provide solutions based on their expertise, often leaving their clients reliant on them.
Each of us is made stronger through our interactions with another, especially if it is someone you can fully trust and open up to without judgement. The direct report knew her material but didn’t demonstrate self-confidence in her body language, didn’t dress appropriately, and didn’t think fast on her feet in addressing some of the questions. Start with acknowledging what’s working well as it creates a positive environment where the employee can be more open to listening. Her corporate clients include Coca Cola, Novartis, J&J, and others who know female leadership talent is good for business. Although each store operated under the umbrella of a larger organization, they were in actual fact individual small businesses. We believe that life should be a joyful happy experience, and that real transformation works best when we share our experiences with each other. Or, we race through feedback like we’re going for a root canal, wanting to get it over with as quickly as possible, without any consideration for the pain or numbness of the person on the receiving end. On the other hand, you can be more specific by saying “your posture and the intonation of your sentences reflected that you didn’t have complete confidence in your own expertise”.
Ideally, the talking happens in the form of questions that help the coachee discover the answers within themselves. The principle underlying the Socratic Method is that people learn through the use of critical thinking, reasoning, and logic, finding holes in their own theories and then patching them up. A good store manager would act as the “owner” of that store and take responsibility for their results. You secretly wonder if she’s losing confidence in your judgment to have the direct report present in the first place. Feedback, particularly developmental feedback, is often hard to give, so most of us avoid giving it. Since it is your answer and not mine you are much more likely to embrace and act on those ideas.  And when you do, you’ll get results!
Assuming we are a good fit, my guarantee is that after 17 weeks of coaching, you will have paid for your investment with new business. After all, when my reputation grows it is because there are satisfied clients who have enjoyed results!

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