While executive coaching is gaining momentum worldwide as a valuable part of the leadership development journey, the field of neuroscience is providing a better understanding of the inner workings of the brain and evidence of the benefits of coaching.
Coaching can be defined as a partnering with clients in a thought-provoking and creative process that supports in identifying their goals and taking steps to reach them. The biggest impact of coaching occurs when there is a shift in a person’s thinking (“aha” moments). Shifts in how we perceive the world occur because what we experience changes through the questions that are asked. It is fascinating to see through neuroscience research how these shifts are manifested in the brain.
Feedback is absolutely essential for improving performance, increasing accountability, establishing responsibility, and achieving the desired results. How we speak and act toward others is essential to creating what we really want. Although I know the example above is extreme, I believe that we could all do a better job of becoming more aware of how we interact with those with whom we live and work. Sometimes we may let our frustrations and emotions get the best of us and sometimes we may be entirely unaware of how we come across. I hope that you will take the opportunity to reflect on how you are viewed by others and make whatever adjustments and improvements are needed to improve your communication with others.
Here are a number of questions you might ask yourself to heighten your awareness, improve your interactions, and achieve more positive results.
Just imagine, men and women communicate in the same language, in the same place and have the same backgrounds, but they are unable to understand each other. What is the reason for so many misunderstandings? As academic researches point out, the various communication styles are closely connected with psychological differences as well as coined gender …
As an Instructor and Leadership Coach at the Stanford Graduate School of Business for the last seven (!) years, I've worked with hundreds of MBAs, and the books, articles and other resources below have been important tools in my efforts to help students develop their leadership and interpersonal skills (and in my private coaching practice as well.)
While I make use of these resources in my work at Stanford and my practice, almost all of them can be applied by a leader or manager within their organizations or by any individual seeking to self-coach.
Literacy Coaching as Hands-On PD Reading Today Online Having taught for 30 years, I participated in many of those days and recall longing to work alongside a colleague, a critical friend with whom I could try out new ideas, give and receive...
My father died during heart bypass surgery when I was 10 years old. When I was 21, my 23-year-old brother committed suicide. He jumped off the terrace of our family's penthouse apartment as my mother pleaded for him to stay put. I think that…
How to turn your invisible inner fire into fuel for soul-warming bliss is what artist and designer Elle Luna explores in her essay-turned-book The Crossroads of Should and Must: Find and Follow Your Passion.
What is the most constructive way to give feedback? You praise, you criticize or you do both? Some say that the Americans prefer the feedback ‘sandwich’. It means 3-step feedback. You start with positive comments, then add one or two things that can be done better, and finish with more
When we set out to create a literacy coaching model we spent time thinking about why coaches were important and how they ultimately could impact teacher learning. We sat around tables and discussed articles about the importance of coaching in a variety of fields such as in medicine, in sports, and in business. One pattern that emerged from our initial research was how the most elite and already accomplished athletes and surgeons had coaches. Coaching was not about remediation in these fields. In many schools and districts educational coaching, on the other hand, is viewed as an intervention for less effective or early career teachers. It was as if the message was implied, “Coaching is for those who need extra help.” Our conclusion from the research and from speaking with a variety of professionals who have coaches led us to a different message: “Everyone can benefit from a coach.” It became important as we began to think through the logistics of the model to keep this in mind.
Group coaching is continuing to take root in many different forms these days. From group coaching processes that are part of a leadership development initiative, to public groups bringing together individuals with a common focus, group coaching is an "intimate conversation space". In today's world group coaching provides an important space for conversation, dialogue and reflection for small groups of individuals. The synergistic experience of being part of a peer learning process is at the heart of the group coaching experience, which is grounded in the individual goals of each participant and, where applicable, the collective goals of the group.
This article explores five core skills any group coach needs, many of which we can also encourage group members to sharpen their own skills around.
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