Coaching – to suggest or not to suggest?
As we all know, the most effective coaching approach is fundamentally a non-directive one, that is, when the coach’s intention is to create a ‘thinking space’ for the player to find their own solutions to whatever challenges they are facing, so that they can move forward for themselves and achieve their goals.......
How coaching helps create an Organisational Learning Culture
There’s no doubt that the world is changing with increasing speed, and with often dramatic consequences. The new term to capture this is ‘VUCA’ – we live in a world that is volatile, uncertain, complex and ambiguous. We can see this demonstrated every day with advances in technology, with events in politics, in mass migration and social unrest, and in changing economic and business markets. For organisations, this means being more alert to changes in their operational landscape, being more agile, more market and customer responsive, and more performance driven than ever before - and this trend will continue.
The path of least resistance
From a very early age, we all acquire the mind-set that ‘teacher knows best’ and that older/bigger (ie. perceived by us as more powerful) people have better answers than we do. Our education, our experience of being parented and our interactions with other people as we grow up all serve to re-inforce this world view. However, this can slowly erode an individual’s capacity for thinking for themselves, for voicing their own views and for taking responsibility for their own choices and actions.
The Importance of Supervision in Coaching
Senior leaders are finding themselves dealing with change and uncertainty, managing personal and organisational anxiety, doing more with less (money, resources, time) and maximising their own effectiveness and performance when it can often feel that they are wading through mud. So what can we do to help relieve these ever increasing pressures?
Reply to Myles’ blog on Genius
I agree with Myles on most things he says about the way we, as humans, doom ourselves to mediocrity. Everyone has immense potential, far more than they realise, and through commitment and effort they can realise that potential. Moreover, as Myles says, there is a common mindset that limits aspiration to greatness, though we are all, more or less, born with the same genes. Thing is, I like having geniuses on the planet, alive or deceased.
Building Workplace Coaching Capacity
The building of workplace coaching capacity can only successfully happen within in the context of the development of a coaching culture. A coaching culture without coaching capacity is ‘vision without action’ – espoused organisational theory which has no real ground in behavioural change.
Building a Workplace Coaching Culture
Many organisations are now seeking to develop a ‘coaching culture’ as a way to empower staff, develop innate talent and so get better results at individual, team and organisational levels. This blog looks at why and how you can achieve this.
Coaching – science, art or a bit of both?
Coaching is a profession with its heart and intention in personal discovery and learning, and it is becoming clear that effective coaching is both a science and an art, in the sense that coaching is about interpretation and effective action, about appreciation of the inner world and intention for better results in the outer world.
Couching – a hybrid of Coaching and Counselling
As the tectonic plates of work, family, society, culture, religion, politics, finances come ever closer together. We have to juggle our various selves with speed, agility and complexity whilst continuing to perform. So no wonder are minds are constantly ‘always on’ and mental health issues are on the increase as we try to continue to keep up with the pace modern life.
Over there over here...
This blog article looks at classifying coaching intervention as "over here"or "over there". Read on to find out more...