Now, let’s move on to talk about how to coach a peer, which one of you requested in the survey a while back. The easy answer is that you use exactly the same skills as you would use with anyone else. (active listening, powerful questioning, presence, contracting, direct communication, creating awareness, designing actions, planning and
Tag: coaching
How to gracefully accept feedback, even when it’s perceived as negative
Today’s post is from Berit Ohn, Master Certified Coach. Berit writes: The situation The other day when I was coaching an external client of ours, he mentioned his difficulty of receiving what he called “negative or critical feedback”. He defined himself as a high achiever, almost a perfectionist, and he had noticed that every time
Making time for frequent coaching conversations
Ok, so I get that we are all mega-busy. And I get that it’s tough to lay all of our tasks down to coach. And yet, there’s something else that I believe. Susan Scott summed it up in her book Fierce Conversations: “Why do we have such a long history of mistaking profitability and stock
Triple the Wisdom
While you take a breather to let us all know how Two-Day went for you, here’s a guest post from Patrick Ryan that gives us more food-for-thought about what to bring to our conversations: Patrick writes: “Imagine how your life at work would be different if you could expand your ability to apply your own
How was Two-Day?
Do share in the comments box how your conversations went on Two-Day. How does it feel to have closed that conversation gap? If you didn’t get the chance to have the conversation on Two-Day itself, there’s still all the time in the world….and yet, there isn’t. What I mean is that the longer you leave
Today is Two-Day: time to fill that conversation gap
So it’s time to have that conversation that you’ve been putting off. Time to hold yourself and your supervisor or career counsellor accountable for higher standards. But if you can’t have the conversation today, don’t make that an excuse not to have it. These conversations must happen if we are to feel better engaged, and
Fill that conversation gap: Two-Day Storybird
Just one day until Two-Day (22/2/2012). In celebration, and as a reminder for you, Bob and I created this Storybird, a short electronic picture-book to encourage you to fill that conversation gap. I’m really proud of it; I hope it inspires you to schedule a conversation – either with those working for you, or with
Two-Day Countdown: Be More Demanding
On Monday, I wrote about how supervisors and career counsellors could encourage individuals to tell them what the supervisor/CC needed to do to earn the right to coach the individual. A kind of “contracting” conversation if you like. Now let’s think about it from an individual’s perspective. I often hear individuals let their supervisors and
Trust and the conversation gap
We’ve been talking about conversation gaps, and using Two-Day (22/2/2012) to fill those conversation gaps. If you’ve missed the previous blogs about this, catch up here: What will you do to celebrate Two-Day What is a Conversation Gap? Which conversations are most “gappy”? One of the reasons that there may be a gap in
Which conversations are most “gappy”?
Continuing with our theme about the conversations gap, I thought you’d want to know which kinds of conversations will make the most difference. Perhaps this is where you should focus the conversations on Two-Day. Career Innovation, in their research, found that “many
What is a Conversation Gap?
Before I dig in to conversation gaps, a quick update on Katy. Thank you to everyone for your well wishes; your compassion was much appreciated. I am relieved to tell you that she has a calcium deposit under her tongue, which is harmless. No further action needed. Thank goodness. It takes these incidences to remind
What will you do to celebrate Two-Day
The 22nd day of the 2ndmonth 2012 is almost upon us. Two-Day. What will you do to celebrate? May I make a suggestion? It takes two to tango, so they say. It also takes two to have great conversations. People with conversation gaps are 280% more likely to say they intend to leave an organization.
Sick with worry
My gorgeous, eldest bloodhound Katy has just left the house to go to the vet for a biopsy on a lump under her tongue. I am sick to the bottom of my stomach. The vet assures us it probably isn’t cancer as she’s so young, but I can’t help being anxious…and not just about the
How to feel valued as a manager when delegation and coaching means there are less tasks for you to do
A manager’s job is not to DO all the DOING, but to delegate more and more downwards. Lots of good reasons for this: your people learn how to do more they feel challenged; and as a result, more fulfilled decisions are pushed down the pyramid, freeing you up to make the tougher decisions that involve
Coaching virtually
Almost all of the coaching I do is virtual, and in many cases, I have never even met my coachee face-to-face. So it can be done! Here’s how… The skills – contracting, ethics, powerful questions, listening, trust, intimacy, and presence, direct communication, designing actions and planning and goal-setting, and managing progress and accountability – are
Coaching a career counselee vs coaching a direct report
Today’s post revisits the subject of how to coach a career counselee/mentee vs coaching a direct report. The difference is in the focus, rather than the skills. The skills – contracting, ethics, powerful questions, listening, trust, intimacy, and presence, direct communication, designing actions and planning and goal-setting, and managing progress and accountability – are exactly
