In every aspect of our lives, questions are powerful. Whether as a parent, friend, colleague, manager, leader, or coach, questions serve many purposes.
One challenge coaches face is shifting their own mindsets and behaviors. Try these 9 questions before responding to your client’s statements and responses.
Just like a great story has a beginning, middle and end, so does a coaching engagement. Here are 5 questions I ask clients at the end of a coaching engagement.
Are you paying attention to what’s happening? Through my own work with coaching clients, and with students who are developing a coaching mindset and skillset, I’ve noticed some reflections that, when explored and reframed, can lead to powerful lessons and impactful shifts. Whether you are an experienced, professional coach or a manager-coach, paying attention to your thoughts and reactions has the ultimate potential for new insights and further development. Below is a chart
As human beings, we often strive to be helpful. We may do this in one or more of our roles as a friend, colleague, manager, peer, coach, consultant, parent, sibling, etc. In his book, Helping, Edgar Schein (2007) wrote about the imbalance that occurs when a helping relationship emerges. This imbalance involves the person being helped as a “down” or “subordinated” position (NOTE: this is not “subordinate”). Most of us
Successful organizations provide executive coaching for leaders and aspiring leaders at all levels. As an executive coach, I am regularly asked … “exactly what does someone work-on with a coach?”. Here is a list of 80 scenarios I’ve assisted with in my practice: Gain self-awareness Know the whole business (Agility) Build effective relationships across functions Increase crucial relationships with leaders Understand and
When researching and preparing to meet with an executive coach for the first time, I recommend thinking about certain questions that may help to determine a good fit for both you AND the coach.
The selection of a coach is an important decision for ALL parties involved. In fact, it is crucial for both you and a coach to make the decision that is mutually beneficial. Don’t assume that a coach will automatically be willing to work with you. There are many factors that can play into their decision, including: Their availability to work
I am often asked about my experiences coaching all levels of leaders. One of those questions is “what makes a good coaching client?” There are five distinct factors that indicate a person is likely to benefit from coaching—whether from a professional coach, manager-coach, or peer. 1. Embrace a Growth Mindset A desire to learn, grow and shift their mindsets and behaviors.
All coaches offered for your consideration have biographies and are competent and capable professionals. However, they may not all fit your coaching needs. Therefore, it is important for you to interview the coach or coaches who seem to align most with your interests. This will give both you and the coach(es) the opportunity to explore suitability to meet your needs.