Coaching is a discovery process that involves learning, shifting mindsets and behaviors, and achieving goals. Mutual learning enables coaching.
There are many factors to consider when determining if someone is ready for coaching. The person must be open to feedback, be willing to change, and be willing to trust the coaching process.
Manager-coaches are persons to whom others report and who use coaching skills with individuals and teams who report to them.
Coaching conversations are not chit-chat. They have purpose and focus. Here are some tips to help you be your best, and provide the best support.
Use this list to reflect on your experiences in coaching, recognize behaviors that may reduce your impact, and to make any necessary adjustments.
Some of my favorites include books related to Appreciative Inquiry, change, coaching practices and skills, Gestalt approach, helping relationships, human development, and interpersonal relationships.
Available now, the tips in this guide provide practical guidance to help you develop the key competencies of congregational leadership.
In every aspect of our lives, questions are powerful. Whether as a parent, friend, colleague, manager, leader, or coach, questions serve many purposes.
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.
Without a doubt, 2020 was the most challenging year for most of us. We witnessed a global health pandemic resulting in quarantines, hospitalizations, health resource shortages, deaths, record-speed development and deployment of vaccines, polarizing elections, racial injustices, economic highs and lows, unemployment rise, businesses shuttered, education systems pivoting to provide remote teaching and learning … I could go on, and