My next series of coaching blogs is going to focus specifically on team coaching. Over the coming weeks I’m going to discuss: What is team coaching? How coaching a team is similar to 1-1 coaching? How coaching a team is different to 1-1 coaching? The team experience. And then I’ll finish this series with some
Coaching
Mentor Coaching is for life – not just for a credential
How coaches show up in the room The International Coach Federation is the only professional coaching body that assesses coaches’ actual coaching skills in depth – how you show up in the room. How we show up in the room is way more important than how much we know about the theory of coaching. The
How do you build a coaching culture over time?
In the last blog of my “When to Build a Coaching Culture Series”, I discuss how do you build a coaching culture over time? We’ve said that we are starting small in building a coaching culture. One starfish at a time. But over time, as you expand this to more triads of leaders, there will
How will you know that your coaching culture is making a difference?
In the sixth blog of my “When to Build a Coaching Culture Series” I talk about setting goals and establishing the measures of success. It’s hard to measure the value of time, particularly time to think. If you want to spend money in organisations, you (more often than not) need to prove that it’s money
Where to start with building a coaching culture
In the fifth blog of my “When to Build a Coaching Culture Series”, I discuss where to start when building a coaching culture. If you are an individual leader, you can only start with yourself. So, start there when building a coaching culture. Start asking rather than telling now. If you are responsible for developing
Who can build a coaching culture?
In the fourth blog of my “When to Build a Coaching Culture Series”, I discuss who can build a coaching culture. Anyone can start coaching, from any seat. Anyone can create a ripple effect through the people with whom they use a coach approach. Have you heard the story about the starfish? Strolling along the
What does a coaching culture look and feel like?
You’ll know it’s time to build a coaching culture when: Your organisation is going through change (see my previous post) (oh, wait, isn’t that every organisation?!) Decisions are being made at levels that are paid too much for the complexity of those decisions Strategic imperatives that affect the long-term future of the organisation are not
Want performance to get better?
In the second blog of my “When to Build a Coaching Culture Series”, I discuss how organisations face and instigate change at an increasing rate. That’s never going to change if they want to survive and thrive. But despite knowing that change is here to stay, employees still feel a sense of resistance. Every time
Need to Push Decision-making Downwards?
Why Build a Coaching Culture? Ask yourself these questions… Do you ever notice yourself feeling overwhelmed by the amount of work you need to get done, with not enough time to get it done? Do you ever notice how you go straight in to problem solving mode when a team member asks you a question?
When to Use a Coach Approach ~ Summary: Leader as Coach
In this series for the Leader as Coach, we’ve looked at multiple conversation points where coaching – or at least a coach approach – will engage your employees more than telling them. In brief, whenever you have any of these conversations, structure them by: contracting at the start for what you each want to take
Using a Coach Approach Before and After Training ~ Leader as Coach
Training alone reaps a 20% change in behaviour. Training plus coach leads to an 80% change in behaviour. So, we’ll get a much better return on investment from the training that our people attend if we add that extra element before and after. What does that look like? It’s simple: Before the training, ask them:
Coaching Upwards ~ Leader as Coach: When to use a Coach Approach
Using a coach approach can help us to manage our boss as well as our employees, Coaching Upwards. Each time I have had a new boss, I have sat down with them in the first couple of weeks to talk to them about my needs of them. I usually start the conversation by saying something
Performance Management ~ Leader as Coach: When to use a Coach Approach
Coaching and performance management don’t go together. There, I’ve said it. Why not? Because, your employees may not trust you enough to tell you their real desires and needs, or share their vulnerabilities with you, if they think that this might be held against them in the performance management process. Ask Before You Tell Using
Leaving an Organisation ~ Leader as Coach: When to use a Coach Approach
You might think that once a person has handed in their notice and leaving, that’s it. You can’t afford to waste your precious time on them, when you need to look forward to finding their replacement and getting them trained up. But wait. This person might be a great asset to you and your organisation,
Pacy Coaching – Be more Challenging
I’ve written before about pacy coaching. There’s an assumption that good coaching takes time, but I’ve experienced great, challenging coaching (as coach and as client) in a 20 minute session. I’m learning all the time about what keeps the momentum going; here’s what I now know: CONTRACT Cut to the chase Ask permission to interrupt
Career Change ~ Leader as Coach: When to use a Coach Approach
One of your team members appears to be disengaged and bored with his role. He’s very capable, but his heart just isn’t in it anymore. You’ve been doing what you can to motivate him, but you haven’t managed to find that sweet-spot in your team that would make the most of his strengths, his passions
