Coaching can be seen as a basic process which aids individuals in maximizing their potentials and their performance. There are three main types of coaching: intervention, skills-based, and development coaching. The coaching process typically begins with creating a vision for the future, then developing an action plan and timeline to accomplish that vision, followed by an evaluation of results. The Corporate Learning Institute uses an "On Target" approach to coaching which guides participants through clarifying goals and vision, strengthening their approach, and ensuring they stay on target.
COACHING TAKES YOU FROM “HOW TO WOW”
You aspire to achieve specific goals and fulfil your dreams. But working towards goal is not that easy, as you may encounter several how, where, why, when, whom, which etc. questions en-route to success. The inspiration to find solution of these hurdles, odds and rough patches are available through Coaching. The down times can get really down and dishearten you.
Setbacks and disappointments are an integral part of life and there is no escaping them. While you cannot change your circumstances or bypass the hurdles, you can brace yourself up against the difficult times by maintaining a positive & constructive frame of mind and then determine to keep you going against all odds.
When the going gets tough and you are overwhelmed by the rough times, all you need is Coaching to encourage and keep you going. The showcase to inspire the winner in you will do, by unchaining your real potential. Coaching stimuli will lift up your spirits, make you feel high-n-confident and put you back on right action track.
In coming years, we are likely to experience
an increased demand for
professional coaching as more people
and employers become aware of
the fact that performance gaps may
not necessarily be addressed through
more training
Behavioral Coaching is a combination of processes, models and methodologies used by coaches to bring about lasting behavioral change on the part of clients
COACHING TAKES YOU FROM “HOW TO WOW”
You aspire to achieve specific goals and fulfil your dreams. But working towards goal is not that easy, as you may encounter several how, where, why, when, whom, which etc. questions en-route to success. The inspiration to find solution of these hurdles, odds and rough patches are available through Coaching. The down times can get really down and dishearten you.
Setbacks and disappointments are an integral part of life and there is no escaping them. While you cannot change your circumstances or bypass the hurdles, you can brace yourself up against the difficult times by maintaining a positive & constructive frame of mind and then determine to keep you going against all odds.
When the going gets tough and you are overwhelmed by the rough times, all you need is Coaching to encourage and keep you going. The showcase to inspire the winner in you will do, by unchaining your real potential. Coaching stimuli will lift up your spirits, make you feel high-n-confident and put you back on right action track.
In coming years, we are likely to experience
an increased demand for
professional coaching as more people
and employers become aware of
the fact that performance gaps may
not necessarily be addressed through
more training
Behavioral Coaching is a combination of processes, models and methodologies used by coaches to bring about lasting behavioral change on the part of clients
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrowl
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Individual and Group-group and intergroup dynamics; managing group in an organization- intragroup behavior and intergroup behavior; self-change- resistance to change- nature of the change-transactional analysis
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrowl
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Individual and Group-group and intergroup dynamics; managing group in an organization- intragroup behavior and intergroup behavior; self-change- resistance to change- nature of the change-transactional analysis
Workplace Mentoring by Alex Clapson June 2013Alex Clapson
Are you considering introducing a Mentoring Scheme, or are you just curious about the many benefits. My paper on Workplace Mentoring is a quick-read, well referenced & a good starting point. I do hope that you enjoy reading it & feel free to contact me.
A Workbook for students in PLC courses Level 5 in Ireland, bassed on FETAC's 5N1356 Minor Award Descriptor, covers all Learning Objectives required by FETAC. A sugested marking scheme makes it very easy to mark, can be submitted as "Collection of Work" for 60% of Marks in this Minor Award.
www.classroomguidance.com to order.
Fully supported by a slideshow presentation of over 200 slides that bring the learner through the curriculum.
Tonya shirelle | Life Coaching And Personal Coachingtonyashirelle
Life coaching can be effective in many situations, for example in helping a person's career direction and development, or for personal fulfillment or life change more generally.
Coaching and mentoring can inspire and empower people, build commitment, increase productivity, grow talent, and promote success. They are essential elements of modern managerial practice. However, many organizations still have not established related schemes. By not doing so, they also fail to capitalize on the experience and knowledge that seasoned personnel can pass on.
Developing Strategic Leaders using Social Corporate ResponsibilityKevin Rodgers
Amazing that many of our clients are looking for a way to develop their leaders without realising the benefits and opportunities that their social corporate responsibility policy can provide. We produced this discussion document for one client and it seemed silly not to share it. Do get in touch if you are interested in our approach.
The Different Types of Coaching Styles | Issac QureshiIssac Qureshi
Issac Qureshi is known for being a determined and persistent individual who works hard for his clients. After graduating from Liverpool University with a degree in Social & Economic History, he pursued a postgraduate degree in Marketing at Canterbury University in 2003.
Through his extensive experience in various areas of business, including negotiation and team management, Issac has been able to achieve highly effective results. He also has a deep understanding of the financial risks involved in running a business. His work experience in the stock market has led to him becoming a founding partner of both Hemingway UAE and Ogilvy & Haart.
FIRST EVER CERTIFICATION COURSE IN 12 WEEKSMichael Egbune
Introducing for the first ever certification course that gives someone the skills and knowledge to become a successful dating coach in 12 weeks. As an affiliate, you will earn 50% commission of the font end of a high-ticket program. We are open to new students and give you a proven funnel to send your leads through. This product is for both men and women. The coaches who started it all have been on top of the dating world for decades... Adam Lyons and Adam Gilad will serve your leads right and give you the reward you deserve.
This is based on the article 'The Surprising Power of Peer Coaching' of Harvard Business Review by Brenda Steinberg and Michael D. Watkins, published on April 14, 2021.
Oak Brook Hills Hilton joined forces with The Corporate Learning Institute (CLI) to develop the new state-of-the-art Adventure Campus with leadership training and team building capabilities. For inquiries into possible group trainings for your organization fill out the interest form below or visit our website at corplearning.com.
Your success in taking on a leadership role is dependent on building positive working relationships with direct reports and being able to exercise authority when necessary.
Our Two-Minute Read, Transitioning from Peer to Leader outlines steps to help make the switch from peer to leader as smooth as possible:
The Thomas-Kilmann Conflict Mode Instrument assesses an individual’s typical behavior in conflict situations and describes it along two dimensions: assertiveness and cooperativeness. The model has 5 conflict modes.
This instrument is useful as a conflict resolution tool.
For more information on how to use the TKI with your team, contact the Corporate Learning Institute at 800-203-6734 or at corplearning@corplearning.com
The SMART acronym is a goal setting tool used to ensure goal achievement success. We suggest goal setting can be improved by turning SMART goals into SMARTER goals.
According to John J. Gabarro and John P. Kotter, managing your boss means “working with your superior to obtain the best possible results for you, your boss, and the company.”
8 tips are outlined to help achieve the best results possible.
A snapshot of your preferences
A Zip Code, not your home address
Tool to help understand your strengths and limitations
Tool to help build relationships
Each of the four unique DiSC styles responds differently when faced with conflict.
The better you know how your employees or coworkers will respond to conflict, the better prepared you will be to resolve it.
One of Chicago's largest candy manufacturers called upon CLI to develop a two-day leadership "academy" which would allow managers and supervisors to move from "good" management practices to "great" management practices.
1. Be tactical: Create an expectation that you will add a certain number of people to your network each quarter.
2. Reach out: An email is a good way to arrange a meeting, but can be easily ignored. Think about a phone call, or stopping by the person’s desk-all more personal ways of requesting a meeting.
3. Make networking a two-way street: Look at networking, as a way of helping others, be an extra pair of hands, offer advice or even expertise. Many people expand their network by volunteering for interesting projects, another way to develop skills as well as relationships.
4. Ask to meet, share a lunch, a quick cup of coffee or even a phone meeting: Let your curiosity guide you! Find out what motivates your interviewee, how they have navigated their career path, and how their functional area operates.
5. Seek to understand the other: what are the needs, role and work realities of the person you want to meet with?
6. Focus on finding people that are relevant to you: You can learn a lot by connecting with people who are a value-add to your current work and functional area. Take the time to think about which connections would be more relevant and useful for your work. And think about variety-and working outside your functional area to connect across your organization.
7. Make a habit of introducing people: To increase information flow, be that person who connects people together.
8. Keep your networking meetings short and organized: Consider creating a short agenda, or writing your questions down, and be sensitive to the time limits of the other person.
9. Don’t feel bad if you are turned down: Everyone is busy, perhaps there will be a time in the future to connect.
10. Follow-up: If you made a commitment during your networking meeting, be sure to follow up and do what you said you would do.
Find out more about how CLI can help your organization by going to www.corplearning.com, or by calling 1.800.203.6734.
Like us on Facebook: https://www.facebook.com/corplearning
Follow us on Twitter: https://twitter.com/corplearning
Susan Cain, Ed. D
630-347-6333
scain@corplearning.com
There are five competencies that make up Emotional Intelligence. CLI worked with the company’s leaders to develop their own self awareness, self regulation, self motivation/resilency, empathy and development of effective relationships.
This project preparation worksheet will help anyone organize and take on any size project. The first step is the project overview. This is where you will identify the project, its goals, resources, collaborators, and anything else that will help complete the project. The second step is to identify and prioritize each step. The worksheet divides the steps into three categories: Urgent, Important, and Nice to do/ or delegate. Each “sticky note” is type-able and moveable making this tool interactive and easy to use.
Strategic planning is often perceived as a daunting task. By following the tips and team building strategies for Strategic Planning outlined below, your organization will not only complete the Strategic Planning session, but will also work through Team Building Strategies that will take your organization’s team to new heights!
Check out what CLI can do to help your organization with Strategy. Visit www.mystrategicsolution.com for more information!
The Team Challenge Cup is a 2-8 hour event that allows your group to experience real team work. The activities that we choose depend upon the message that you want to send your group, the physical ability levels of the participants, and the location of the event.
We will help you develop a custom-designed program that develops enthusiasm, collaboration, creative thinking, communication and trust.
You can add classroom sessions, a field guide or even a certificate of achievement so that the event becomes a reference point for team success.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Unveiling the Secrets How Does Generative AI Work.pdf
Coaching in a Down Economy
1. Coaching In a Down Economy
A White Paper from CLI
Alyssa Hoerr, Susan Cain, Tim Buividas & Joseph Liuzzi
The Corporate learning Institute
April 10, 2009
2. The Corporate Learning Institute’s programs teach, inspire, renew, and challenge your
people to become powerful performers. Our expert consultation and facilitation ensures that
participants learn the skills that are critical to their success back at work. Our bottom line is
to help achieve both personal and organizational success.
The Corporate Learning Institute offers a continuum of services from short-term training
events to full-scale change projects. For maximum return on investment, our services are
custom designed for each client we work with. Our services encompass the following five
areas:
Consulting Services: Our approach is rooted in process consultation, organizational
behavior, organizational development and expert facilitation. We provide strategic planning,
vision, mission and values development, change management, culture work and executive
planning retreats.
Training and Development Workshops: These dynamic skill building sessions include
leadership, management and supervisory training, performance accountability, change
management, customer service, diversity, personality styles, conflict management, train the
trainer and communication.
Performance Coaching: Our expert coaches provide assistance with team coaching and
development, individual performance coaching and executive coaching.
Adventure Programming: We provide provocative Team Challenge and High Ropes
Courses tangibly designed to target performance improvement.
Corporate Team Building Events: Our lively, well-orchestrated, and power packed events
create awareness of your organizations goals.
3. This paper will focus on what coaching is, why it is important in a down
economy, the different types of coaching, the process involved, and a brief look at
how the Corporate Learning Institute approaches coaching.
4. Companies face unique challenges on a daily basis, especially when the
economy is bad. While more traditional methods such as power and control and
command and compliance were used to motivate employees to tackle these
challenges, companies are now seeking different methods which focus on
empowerment of employees in order to maximize their potential. Hamlin, Ellinger,
and Beattie claim in their article that “this new paradigm of management calls for new
facilitative behaviors that focus on empowerment and employee development” (2004,
p.573). A new approach being used in order to empower and develop employees is
individual coaching. This paper will focus on what coaching is, why it is important in
a down economy, the different types of coaching, the process involved, and a brief
look at how the Corporate Learning Institute approaches coaching.
One might ask, what exactly is coaching? Zeus & Skiffington claim that
coaching is “essentially a conversation within a productive, results-oriented context
(2001). They further note coaching is mainly about learning, reinventing oneself, and
is where change and transformation happens. Coaching is more than just about
asking the right questions and getting the right answers, but more about a
collaborative alliance between a coach and their coachee. Coaching is also unique in
the fact that it operates on the emotional plane in the sense that by recognizing and
understanding feelings, that different behavioral possibilities can be realized.
5. Coaching can be seen as a basic process which aids individuals in maximizing their
potentials and their performance.
Aside from what actual coaching is, what is a coach? Frederic Hudson notes in his
handbook of coaching that a coach is “A person who facilitates experiential learning
that results in future-oriented abilities. The coach is a trusted role model, advisor,
wise person, friend, steward or guide. A person who works with emerging human and
organizational forces to tap new energy and purpose to shape new visions and plans,
and to generate desired results. A coach is someone trained and devoted to guiding
others into increased competence, commitment and confidence” (Hudson, 1999). A
coach has the unique ability to see what others may not see, via their high attention
and listening skills. A coach is in the position to step back from the situation so that
they have enough distance from it to gain perspective. They have the ability to help
people see the difference between their intentions and their thinking or actions, as
well as aid others in breaking through patterns of collective illusions and selfdeceptions caused by defensive thinking and behavior (Hargrove, 2008). Essentially,
coaching is consistent feedback to create a continual change and reinforcement of
behavior in order to reach a desired result.
Coaching has become an increasingly popular route for personal development.
A study by Manchester Inc. indicates coaching has a return of six times its investment
(Nyman & Thach, 2009, p. 19). Individuals often have a plan for their future but are
unsure of how to properly execute it. They have ideas and ways they wish to grow
and develop, but might need assistance maximizing their potential. Coaching is an
6. important tool individuals can use to gain guidance, generate ideas, and create goals.
Coaching is also a positive way in which individuals can experience a boost in their
confidence by taking progressive steps in their career. Coaching can also bring out
new interests in people, and teach them new skills. Individuals often find coaching a
refreshing challenge, and feel empowered after their sessions.
Now it can be decided what kind of coaching the person needs. Each
individual and situation will call for a different type of coaching session. The three
main types of coaching are intervention, skill-based, and development.
Intervention coaching occurs when the individual is thought by others to be in
need of improvement and development by means of an intervention. Usually this
person is experiencing struggles which are obvious to the world around them. The
coachee in this instance does not seek out help via coaching, but more they are
recognized for being in need of coaching, and a coach will be assigned to them, or
the coachee’s job may be in jeaopardy. Intervention may address personal habits that
are interfering with an individual’s full success; or it may focus on awareness
development, new practices, and new points of view which will guide actions and
behaviors for the person being coached.
Skill-based coaching occurs when an individual actively pursues a coach in
order to learn new skills. Because of the ever-changing market and fast paced work
environment today, it is important for individuals to continue to learn new skills in
order to keep up. Individuals also may want to learn new skills just for their own
personal knowledge or interests. The coach in this instance may be more of a content
7. expert in specific areas and will guide the coachee through a process of developing
new skills and habits. Individuals also have the opportunity to sharpen up their
current skills, and may discover new interests in the process.
Development coaching is when an individual really seeks to develop and grow
themselves in a certain area or in multiple areas or in new roles. The individual may
wish to further develop skills they may already possess, develop personal
characteristics or abilities, or just develop a more precise plan for their future.
Development coaching can inspire and empower individuals, and aid them in setting
up an action plan for their careers. Through development coaching, coaches will
guide individuals and help set goals and a vision for what they would like to see in the
future. Overall, development coaching really sees individuals through in optimizing
their performance.
Once a type of coaching has been established, the coaching process can begin.
Usually the session will start in a relaxed, open, and friendly manner. The coach will
ensure the coachee knows that this session is not meant to be disciplinary in any way.
From here, the coach can explain to the coachee the nature of the discussion they will
have, and the coach will explain the current state of the situation based on their own
perspectives. The tables then will be turned on the coachee and their perspectives will
be given based on the current situation. Once both sides have been explained, there is
a consensus on the current situation and from here the coaching session can be built
upon.
8. The coach and coachee will then paint a picture or a vision, or define a future
state that is an improvement over the current state. The coachee will also be asked
for their input on the future state, and again, an agreement will be made on this
vision. After these discussions have occurred, a final summarization of the coachee’s
desired future state will be made, as well as any support actions, or action plans.
Next, a timeline will be created in order for the changes and development to
take place. A method will be determined for examining the results of the coaching,
and schedule will be set up to determine when the results will be analyzed. From
here, the session will close and follow-up dates will be established. There should be a
clear plan of action, and a timeframe in which this will occur, and a way to measure
the results and set up further actions.
Throughout the coaching, it is important for several things to occur between
the coach and their coachee. First, the coach needs to choose a time and place which
is appropriate to their coachee. They must be specific, and stay on purpose
throughout the session. Both parties need to engage in active listening in order for
proper end results to occur.
The main take-away from coaching is that the coach should inspire the heart
throughout the session. Along with this they need to model the way for their coachee,
as well as inspire a shared vision, and enable them to act upon it. At any point in
time, the coachee should also feel ready to challenge the process if they see fit. The
purpose of coaching is to work together to create a plan; coaching is not one-sided.
9. CLI’s “On Target” Performance Coaching Approach guides and develops
participants towards becoming highly effective in his or her performance. The net
result is for increased performance as an employee, along with individual growth and
development.
The overarching framework to our coaching process is our “On Target”
Model. CLI helps participants clarify their direction, specifically goals, purpose, and
vision. We align their Intentions, motivation and commitment, and strengthen their
Approach through management skills and personality. During this process,
individuals are learning to gain effective organizational support and managing the
outside impact of the world around them. The end result is having effective
performers who are “On Target” at all times.
The coaching itself is accomplished using an interactive Socratic method with
a focus on work performance and application. A typical coaching session may include
discussion, learning tools, role-playing, creating next step action items, application
10. assignments and an accountability review. The way the coaching is then evaluated is
by measuring the participants’ results against his or her action plan in order to
determine success. For there, a follow up plan in set up to determine next step
actions for the individual.
At CLI, the “On Target” approach begins with our coaches really
understanding the objectives. As coaches, it must be very clear that intentions are
consistent with and supportive of the objective. This is what makes the difference
between commitment and compliance.
At CLI, it is believed that effective coaches understand that their ability to
coach others must begin with an ability to understand one’s self and how one’s self
impacts others. Effective coaches understand that they are responsible and
accountable for the impact they create while coaching. They know that effective
coaching is a process of continual learning and that they will make alignment
mistakes. Coaches understand that coaching is a two-way learning process and that
they need not have all the answers. Finally, they continually “step out” of themselves
to recheck their alignment and strive to stay “On Target.”
Coaching is a new and highly effective route for personal development.
Individuals can learn new skills, brush up on old skills, gain help where they are
struggling, or just develop and grow as a person. CLI believes that coaching begins
with the ability to understand not only one’s self, but others as well. At CLI,
participants are aided in clarifying their direction, specifically goals, purpose, and
vision.
11. See below for an outline of CLI’s coaching process:
CLI’s “On Target” Performance Coaching Process Overview
Pre-coaching:
Entry to coaching. Who is to be coached, what type of coaching is to be completed
(Leadership, management, or individual) and what is the coaching focus (Development, Skill
building or Intervention).
Orientation: This is part of the beginning phase of coaching where the overall coaching
process is explained to the coachee by the coach.
Assessment: An assessment is completed on the coachee that includes feedback tools like
MBTI, 3600 feedback tools, work place expectations, and DiSC Personal Prolife. The
assessment can also include one-on-one sessions with the coachee, his/her superior and
other key stakeholders.
Feedback: A session is held with the coachee to walk them through and help them
understand the feedback from the assessments.
Action Plan: An action plan is then created to help the individual close the gap between
his/her current state and his/her desired future. This action plan includes subjectively and
objectively derived measurements. At this stage, a concrete and pragmatic action plan is
designed.
Support Team Engagement: A support team is established that minimally includes the
coachees superior. The purpose of the support team is to help hold the coachee accountable
to creating the changes that he or she desires and to provide feedback, support and
recognition.
Coaching:
Sessions: Regular coaching sessions are help to help shift a person’s performance from
current to desired state. The structure of the coaching sessions follows:
Ten two hour sessions held every 3-6 weeks
Application assignments to be completed between sessions
Regular email updates from coachee to coach
Regular email touches from coach to coachee
Rapid response help line – coachee with have quick email access or phone access to
prepare or review high priority pop-up situations.
Post Coaching:
Evaluation: A participants results are measured against his/her action plan to
determine success.
Follow-up: A plan is made to determine next step actions for the coachee.
12. Coaching is a process which aids individuals in maximizing their potentials
and their performance
Coaching is mainly about learning, reinventing oneself, and is where change
and transformation happens
Coaching is an important tool individuals can use to gain guidance, generate
ideas, and create goals.
There are three main types of coaching: Intervention, Skills, and Development
Coaching begins with creating a vision, then an action plan to accomplish that
vision, followed by an evaluation.
CLI uses the “On Target” Approach to coaching
13. REFERENCES:
Hamlin, B., Ellinger, A., & Beattie, R. (2004). In support of coaching models of
management and leadership: A comparative study of empirically derived managerial
coaching/facilitating learning behaviors. P. 573-580.
Hargrove, R. (2008). Masterful coaching. San Francisco: Jossey-Bass.
Hudson, F. (1999). The handbook of coaching: A comprehensive resource guide for
managers, executives, consultants, and human resource professionals.
New York: Jossey-Bass.
Nyman, M., & Thach, L. (2009). Coaching: a leadership development option.
Burlington, 70, 19-22.
Zeus, P., & Skiffington, S. (2001). The complete guide to coaching at work.
The United States of America: McGraw-Hill.
ADDITIONAL READINGS:
Cunningham, S. (2009). What do you know? Best’s Review, 109, 30.
Silsbee, D. (2008). Presence based coaching. San Francisco: Jossey-Bass.
Passmore, J. (2007). An integrative model for executive coaching. Consulting
Psychology Journal: Practice and Research, 59, 68–78.
Zweibel, B. (2005). A strategic coach. T + D, 59, 62-66.