Coaching questions to ask clients,making music logos,language skill levels native,how to communicate better through email - 2016 Feature

If you are like me, your are enticed by routines because they allow you to feel comfortable. I’d like to challenge you to take a quick step back to evaluate at least one area of your life (ie coach yourself).
This foundational question will likely be something you’ll need to return to regularly. For you as a leader to properly assess yourself, your team, or your organization, I think you should celebrate the wins (both big and small). Asking for help creates a leadership development opportunity for you to delegate and for another person to lead. Simple tools like BufferApp (scheduling social media posts), Dropbox (cloud storage and document sharing), and Nozbe (project management for individuals or teams) can shave off large amounts of time. The simple rule: if you add something, something else must be taken away by stopping it, delegating it, or automating it. Oftentimes your results in whatever project fail to impress because you’ve failed to train others. Never assume that you have no more training to do OR that you don’t need anymore yourself. When you know a project or task will be evaluated, it creates positive pressure to get it done on time and well. People respond to vision and clarifying how life will be different will put flesh on your vision for the future.
If the coaching questions in this post have been helpful for you, I would like to know how.
Knowing how to ask the right questions can be the difference between being an okay manager and a great one. Asking employees the four questions below will get you insight into your team members and their work, help you understand where you can be the most useful, in many cases improve your team’s work product, and even increase people’s morale.
You might assume that you’ll hear about it when an employee is worried about a project or a deadline or a difficult client, but in reality, many employees assume that they’re supposed to handle this kind of thing without involving you.
This question can elicit things that your employee is really excited about (which may be things you don’t realize they’re highly motivated by), and talking about it can give them a sense of accomplishment and progress.
And if you follow up by asking about why they think it’s going so well, you and the employee both might be able to draw out valuable lessons that can be used in the future.
Your employees have a different perspective on some things than you, because they’re more deeply involved in some areas, less involved in others, and simply have a different vantage point than you do. Explicitly asking people to talk with you about what could be done differently reinforces that you welcome their input and that you’re open to change – and can result in you making improvements in areas where you didn’t even know improvement was needed.
Sometimes the reason managers lose their best people is because they never actually asked them to stay. Of course, you also need other retention strategies in the mix, including salary, professional growth, new challenges, and so forth – but don’t underestimate the power of a direct conversation about someone’s future.
This entry was posted in HR & Recruitment and tagged advice, Career, career progression, personal brand, retention, social by Soureya.
It's your job as a player to ask questions, respectfully challenge the ideas of the coach and develop a relationship of trust, even if you are just part of a squad with no one to one time (especially then, in fact). This also tells you where the coach is focused and how much you agree or disagree with the analysis. Approach this question with care for coaches feelings - especially if you disagree - and treat it as the cornerstone of your development as a player.
This might hurt a bit, especially if your coach is a plain talker and points out some of your personal weaknesses!
There are many more things you can ask - like your role in the side, how your coach deals with player frustrations, or what gear they find to be essential - and you should feel confident enough to be open with your coach. If you liked this article and you want more advice, then you can get even more tips delivered to your email inbox every week from PitchVision Academy!
It is necessary that players' problems are identified and rectified, but coaches need to develop players' strengths, as well.
In maybe the least shocking news of the day, Alabama head coach Nick Saban is not happy with the media and is telling them how to do their job. As expected, Saban was asked questions about the various reports that defensive coordinator Kirby Smart will be leaving for the head coaching job with the Georgia Bulldogs, perhaps as early as Sunday. When the coaching and self-help industries refer to “cognitive coaching questions” they are usually talking about questions that draw from cognitive behavioral therapy. If you underwent formal coach training, it’s likely that you had at least a couple of modules on cognitive behavioral therapy to help you understand how it is used in coaching.
For example, have you ever read a self-help book that talked about how our thoughts affect our behavior?
Before diving into what kinds of cognitive coaching questions you can ask your clients, it’s important to have a primer on CBT. Cognitive behavioral therapy is actually a combination of cognitive therapy and behavioral therapy. By combining the two, psychotherapists have a form of therapy that acknowledges that while some behaviors can be overcome by rational thought other behaviors may be a result of conditioning.
This differs from traditional psychotherapy where the therapist tried to find the unconscious cause of a particular disease or disorder. In The Secret, for instance, viewers are encouraged to change their thoughts so that they can change their lives. Louise Hay, the queen of self-help, has also built a career on how changing our thoughts can lead to different behaviors.
Cognitive distortion refers to certain behaviors or thoughts that stand in the way of a client moving forward. The key is to pay attention to words and behaviors that may not be based in reality or fact.
Once you understand what cognitive behavioral therapy is, it’s easy to see why it fits so well into the coaching industry.

As a coach, you may have to help a client overcome certain behaviors and thoughts that are sabotaging their chances of success. By drawing from CBT you are able to help clients identify specific thoughts and behaviors that may be impeding them from moving toward their goals. Additionally, since CBT is so forward focused, this approach helps coaches assist their clients in achieving their goals. Before proceeding into sample cognitive coaching questions, we must once emphasize that coaching is not therapy. If you realize that your client is dealing with emotional or mental disorders it is your job as a coach to refer them to the proper care. There is big difference between client who simply has a mental block and a client who may have a mental disorder.
Now that we’ve discussed what cognitive behavioral therapy is and how it is used in coaching, it’s time to look into some example of how to use cognitive coaching questions in your practice. If you notice your client partaking in cognitive distortion it may be beneficial to do some digging and see where it even comes from.
For example, maybe your client believes they will never find a relationship because they’ve had bad experiences in the past. Or, perhaps your client feels like they can’t run their own business because the news is reporting on a bad economy. A very simple yet powerful cognitive coaching question, “Why?” can be incredibly eye opening in determining any cognitive distortions your client may be facing. Sometimes clients may be so wrapped up in their own negative thought patterns that they fail to realize their thoughts aren’t actually rooted in reality.
For example, they may assume that because their parents had certain difficulties that they may be destined to experience the same troubles. This cognitive coaching question is particularly helpful if your client finds his or herself playing the blame game.
As a coach, you are well aware that when a client is casting blame they may actually be avoiding taking responsibility for themselves. For example, let’s say you are a business coach and your client is complaining about clients treating them poorly.
Your client may not realize that the reason they he or she is perceiving bad behavior from their clients is because they themselves are not doing a good job at setting boundaries.
By asking your coaching client what part they may be playing in a particular situation you help them take ownership of their own behavior. Your clients may not be able to climb their way out of a cognitive distortion on their own, that’s why it’s up to you as a coach to guide them through the process. For instance, let’s say your client is future tripping and predicting only negative outcomes for their actions. Alternatively, in this case it may also be beneficial to do a worst-case scenario exercise. This is another cognitive coaching question that encourages clients to take personal responsibility for their own actions.
If your client is saying they can’t afford something, the appropriate question may be “How can you afford it?” This encourages clients to step outside of their negative thought patterns and start coming up with solutions. Remember, cognitive coaching questions aren’t just about identifying issues your client may be facing; it’s also about helping them move forward. One way to help them overcome this is to ask your client if they flat out want to do something.
Cognitive coaching questions can really help your clients identify negative patterns, change them and continue moving forward toward their goals.
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The coaching questions below give you and your team a quick and effective way to step back, clarify, assess, and articulate a new plan forward. Make sure evaluation drives changes and creates innovative plans to achieve a different result next time. If you still aren’t sure, ask a colleague or trusted friend who you should ask for help. Otherwise you will meander through a vague evaluation that gets little done and people will think you wasted their time.
Feel free to also share how it could be improved or what questions you would add to the list. Asking this question can open the door to all kinds of information and concerns that you might never hear about otherwise. Plus, you might learn details that you didn’t know about – things your team is doing that make you proud. They likely have thoughts on what could be done differently or better, but people don’t always speak up about this kind of thing – because they have their hands full with their core jobs, or they’re not sure that a suggestion of change would be welcome, or it just hasn’t occurred to them that you’d want their thoughts.
It sounds obvious, but when’s the last time you talked to your highest performers about how to retain them? Good coaches have great knowledge and experience, and they also understand that every player is on a different journey. Some coaches like to be in your face and push people hard, others like to be more friendly and laid back. It stands to reason that you should know what your coach thinks the issues are with your game.

Chances are that if you ask the previous question you will probably already get the answer to this one.
It's hard to pull off a question like this without seeming to give push back, but a good coach will be happy to explain her reasoning with you. Be ready to wince at the answer, and always be ready to ask it upfront to prevent confusion. The idea is to open individual discussion while showing respect for the coaches position, general experience and knowledge. The email newsletter is packed with advice from world-class names like Nathan Bracken, Kevin Pietersen, Mark Garaway and many, many more. Saban met with his favorite people on Wednesday, ahead of Alabama’s appearance in the SEC Championship Game against the Florida Gators. This site is NOT an official website, nor affiliate, for any universities, colleges, professional sports organizations, corporate entities, or the NCAA. In fact, it’s likely that you may have already encountered it in the mainstream and not even be aware of it. Also please keep in mind that coaching is not therapy, however it does draw from psychological techniques to help clients move forward.
By becoming aware of the different kinds of cognitive distortions it will be easier for coaches to identify them in their clients. Often times, clients may be accustomed to thinking negatively because that’s what they’ve been taught. We often times pick up certain beliefs or behaviors as children and repeat them over and over again. That simple question could give you a slew of clues and harmful thoughts that may be stopping your client from moving forward in their financial life.
For example, you can begin to coach your client toward learning how to conduct sales properly so they no longer feel pushy.
They may believe this despite the fact that their lives look nothing like that of their parents. Make sure to implore some CBT if you notice your clients partaking in some negative patterns.
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Communicate your excitement about a new future and paint a vivid picture that lights a fire under yourself and others. You might end up learning about a client who’s about to be very upset by something, or that another department isn’t getting your employee what she needs quickly enough, or that your employee has real concerns about the strategy she’s overseeing. Even if you don’t get an immediate commitment, having an explicit discussion and showing that you care enough to talk about it can have a significant impact on how valued people feel and whether they stick around. You are looking for agreement, but there is a chance that you will find areas to further discuss. Imagine if you are an introvert who's coach thinks you are extroverted but you never discuss it. It also states that individuals can overcome difficulties by changing their problematic thought patterns. Often times they either realize they are being ridiculous or that the worst-case scenario isn’t as bad as they thought.
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Any financial numbers referenced here, or on any of our sites, are illustrative of concepts only and should not be considered average earnings, exact earnings, or promises for actual or future performance. Until next time, dream big, embrace growth and change, and allow your passion to fuel your life. It challenges you to break the year down into 3 month segments and deliver results quarterly rather than just annually. You don’t necessarily need to use these as they are only examples of the abundance of tools available for you or your team to use. Hearing this kind of thing gives you a chance to give input and guidance, intervene where you need to, and help your staff member think through solutions and course-correct when necessary.
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