I shared an article with you last week – Stay Sharp, Stay Safe. So in the interests of staying sharp, I took a recording of my coaching to supervision a couple of weeks ago. So enlightening, listening to my coaching through someone else’s ear! You might remember the coaching session in question, as I posted
For coaches
Stay Sharp, Stay Safe
If you are a coach, wondering why you should invest in supervision, take a read of this article I wrote for Coaching at Work. It summarises the benefit that coaches say they receive in supervision, and how they won’t coach without it. Stay Sharp, Stay Safe
1-1 Coaching in Action
Did you get a chance to watch the coaching session with Kelly or James to experience coaching in action? Well here’s another example of coaching in action, this time with Lindsey. This session was all about Lindsey’s new business, and one aspect of building that business. Even though I’ve built a business myself, you’ll
1-1 Coaching in Action
I hope you enjoyed listening to the 1-1 coaching in action session with Kelly, and that it gave you a flavour for what coaching is and is not. Today you get to see a very different flavour of session, with James. I admire James for his deep thinking and desire to do his best by everyone
Coach mentoring, coach supervision – the difference
Are you a coach, wondering whether to look for coach mentoring or coach supervision? What’s the difference between the two? Your time and money are precious, so how do you decide which to invest in? Here’s how I would differentiate between the two: Coach mentoring: Gets you ready for accreditation (the International Coach Federation) mandates 10
1-1 Coaching in Action
Ever wondered what coaching really sounds like? Perhaps you have been thinking about coaching for yourself, but you don’t quite know whether it will meet your needs? Well you can see coaching in action right here. Click on the picture below to listen to a 30 minute session between me and Kelly, helping her to figure
Coaching: time and space to percolate
You might have noticed I’ve been a bit slack lately. Writer’s block! Nine years (or maybe more, I’ve lost count) of blogging every week and I suddenly get writer’s block. I sat on it for a bit, thinking that inspiration would strike. But I didn’t really give it any proper reflection time. I kept going with other
Unfinished Business
Unfinished Business: Book-club joy I love my book-club! It’s a work book-club, where we read work books. It really helps me to see a book from different perspectives, relative to my fellow book clubbers’ lives and work. We each read the book in relation to our own lives, so we each take something different out
Coaching to Support the Employee Experience
We’ve concluded our series about how coaching can (and should?) support the employee experience. For those of you who wish to catch up on posts that you have missed, or if you like to have everything all in one place like I do, here is the full catalogue. The key messages about coaching to support the
The surprising truth about virtual coaching
Many people assume that face-to-face coaching must be better than virtual coaching (by telephone coaching or skype). But a 2011 research study* featured in Consulting Psychology Journal shows that coaching at a distance is just as effective as face-to-face. Coaching by telephone is more effective than face-to-face In my experience, coaching by telephone is actually
The power of Walking Coaching
Last week’s post on virtual coaching got me thinking about the similarities to walking coaching. I live in the New Forest, in Hampshire, which is the perfect place for walking in nature – and therefore for walking coaching. What’s different about walking coaching? Walking coaching creates forward motion, physically and mentally Henry David Thoreau who
Coaching, training or mentoring?
I often have to explain that coaching is not the same as mentoring, training or counselling. I thought it might be useful to take a step back and reflect on the differences between various forms of capability development options, and their different uses.
Developing Individuals through Action learning
Peer to peer coaching for Individualised Leader Development, using action learning Everyone is unique – and so are their leadership development needs. So ‘one size fits all’ leadership development programmes often fail to hit the mark. Coaching and action learning both provide more individualised support and challenge. Participants in an Individualised Leadership Programme (ILP) bring their
Coaching roles to support the employee experience: the coach’s lens
Last week, we looked at the coachee making a choice about whether they could be totally transparent with the different coaching roles played by their manager, an internal coach or an external coach. But what about those people’s perspectives about whether they feel that they can give the best support and challenge they can? Coaching
Wilful blindness
Margaret Heffernan’s book Wilful Blindness has got me thinking about the systems we live and work in; and how we often go with the crowd, rather than following our own path. She quotes multiple examples of big organisations making huge problems for themselves, by ignoring the signs that something is not right. The banking crisis
Coaching side by side
I tried something new last week. Given all that I had written here about the positives of the lack of eye contact in virtual and walking coaching, I made an in-the-moment decision to stand next to my coachee when we were face to face. So once again, no eye contact. The results were amazing. Jane,
