The document outlines a coaching model to improve performance. It discusses thinking about thinking, listening for potential, speaking with intent, and dancing towards insight. The coaching process involves (1) permitting coachees to direct conversations, (2) placing them in the right mindset, (3) asking powerful questions, and (4) clarifying ideas. Coaches should help coachees develop awareness, make new connections, and have "Aha!" moments. The overall goal is to create new thinking by exploring alternatives, tapping energy, taking action, and following up to achieve desired outcomes.
What is Workplace Coaching and why you should implement it?The Pathway Group
What is Workplace Coaching and why you should implement it? Workplace Coaching for Team Leaders and First Line Managers ILM Award Level 3. You should develop understanding and competence in coaching skills, including the role, responsibilities, behaviours and characteristics of the workplace.
Coaching is more about asking the right questions than providing the right answers. Coaching is essentially about using effective questioning to help individuals
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
All managers need some guidance on the whys and hows of coaching, but most organizations can’t afford to train them on a large scale, so the least you can do is make an effort to create a culture of coaching. The key is to create a pool of manager-coaches who can be role models, supporters and sustainers of a coaching mindset.
When you select the right people and invest in their development and position them as coaching advocates, you plant the seeds for expanding coaching well beyond the individual manager-direct report relationship. Your role models demonstrate effective coaching both formally and informally, and they help motivate others to use and improve their own coaching capabilities.
Always link the purpose and results of coaching to the business. Managers have to know the business case for coaching and developing others if they’re to value it and use it effectively. Where is the business headed? What leadership skills are needed to get us there? How should coaches work with direct reports to provide the feedback, information and experiences they need to build those needed skills? Set strategic coaching goals, tactics and measures for the organization as well as including coaching as an individual metric.
Developing the Coaching Skills for Your Managers and LeadersErin Boettge
What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma.
Managers may have to perform well, depending upon a variety of situations at various places along a continuum, ranging from ensuring employees comply with established processes and procedures at one end, to career development and skill improvement towards the other end. Who’s to say which of the outcomes is more or less important?
In fact, we’d probably agree that the outcomes suggested by such a continuum are all important depending upon the situation. With so many possible outcomes and objectives legitimately competing for our managers’ attention, are there a set of uniform skills or competencies we can use to guide our managers ongoing training and development?
In this webinar you’ll learn:
Why coaching skills are important for your managers, leaders and organization
What is coaching and how to apply key skills to align with specific employees and situations
An overview of traditional coaching models and what you can do to improve them
How we can get managers to make time to coach
A “coaches toolkit” that includes emerging competencies for managers and leaders
The key difference between coaching and mentoring
SuperStar Coaching: How to Create a High Performing TeamRick Conlow
Research shows that excellent coaching can improve employee productivity 88%. Too many managers say, "I don't have time to coach." This is an excuse. Most don't know how to do it well or focus only on poor performers. Elite performers in the Olympics for example, have coaches. Coaching is for everyone. Most people think they are performing better than they are. Most can perform significantly better than their current results. Learn a five step coaching model, why coaching works, qualities of effective coaches and more. Watch your leadership effectiveness soar.
What is Workplace Coaching and why you should implement it?The Pathway Group
What is Workplace Coaching and why you should implement it? Workplace Coaching for Team Leaders and First Line Managers ILM Award Level 3. You should develop understanding and competence in coaching skills, including the role, responsibilities, behaviours and characteristics of the workplace.
Coaching is more about asking the right questions than providing the right answers. Coaching is essentially about using effective questioning to help individuals
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
All managers need some guidance on the whys and hows of coaching, but most organizations can’t afford to train them on a large scale, so the least you can do is make an effort to create a culture of coaching. The key is to create a pool of manager-coaches who can be role models, supporters and sustainers of a coaching mindset.
When you select the right people and invest in their development and position them as coaching advocates, you plant the seeds for expanding coaching well beyond the individual manager-direct report relationship. Your role models demonstrate effective coaching both formally and informally, and they help motivate others to use and improve their own coaching capabilities.
Always link the purpose and results of coaching to the business. Managers have to know the business case for coaching and developing others if they’re to value it and use it effectively. Where is the business headed? What leadership skills are needed to get us there? How should coaches work with direct reports to provide the feedback, information and experiences they need to build those needed skills? Set strategic coaching goals, tactics and measures for the organization as well as including coaching as an individual metric.
Developing the Coaching Skills for Your Managers and LeadersErin Boettge
What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma.
Managers may have to perform well, depending upon a variety of situations at various places along a continuum, ranging from ensuring employees comply with established processes and procedures at one end, to career development and skill improvement towards the other end. Who’s to say which of the outcomes is more or less important?
In fact, we’d probably agree that the outcomes suggested by such a continuum are all important depending upon the situation. With so many possible outcomes and objectives legitimately competing for our managers’ attention, are there a set of uniform skills or competencies we can use to guide our managers ongoing training and development?
In this webinar you’ll learn:
Why coaching skills are important for your managers, leaders and organization
What is coaching and how to apply key skills to align with specific employees and situations
An overview of traditional coaching models and what you can do to improve them
How we can get managers to make time to coach
A “coaches toolkit” that includes emerging competencies for managers and leaders
The key difference between coaching and mentoring
SuperStar Coaching: How to Create a High Performing TeamRick Conlow
Research shows that excellent coaching can improve employee productivity 88%. Too many managers say, "I don't have time to coach." This is an excuse. Most don't know how to do it well or focus only on poor performers. Elite performers in the Olympics for example, have coaches. Coaching is for everyone. Most people think they are performing better than they are. Most can perform significantly better than their current results. Learn a five step coaching model, why coaching works, qualities of effective coaches and more. Watch your leadership effectiveness soar.
ReadySetPresent (Coaching PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Being capable of coaching is an important skill that can transform a manager’s scope of influence. 100+ PowerPoint presentation content slides. Coaching PowerPoint Presentation Content slides include topics such as: 25 slides on the characteristics and skills of coaches, Benefits of coaching, techniques for coaching, 8 slides on the "we need to talk" coaching meeting, 10 slides on dealing with poor performance, avoiding coaching pitfalls, 20 slides on the 6- step coaching model, a 1 minute guide to praise/reprimands, discussing recurring problems, 20+ slides on modeling coaching behavior, building a coaching atmosphere and assessing your coaching style. Learn how to utilize open and closed questions, how to's and more!
Developing the Coaching Skills of Your Managers and LeadersBizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss:
• Why coaching skills are important
• Traditional coaching models and how we can improve them
• Emerging principles and competencies for managers and leaders
• The difference between coaching and mentoring
www.bizlibrary.com
Coaching Skills for Your Managers and Leaders - Webinar 10.21.14BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma.
www.bizlibrary.com/webinars
Read this paper to learn how to build a winning coaching program, select the right mix of coaching techniques, and measure the effectiveness of the coaching program.
Developing the Coaching Skills of Your Managers and Leaders | Webinar 03.10.2015BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss:
• Why coaching skills are important
• Traditional coaching models and how we can improve them
• Emerging principles and competencies for managers and leaders
• The difference between coaching and mentoring
www.bizlibrary.com
Developing the Coaching Skills of Your Managers and Leaders | Webinar 06.23.15BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss: why coaching skills are important, traditional coaching models and how we can improve them, emerging principles and competencies for managers and leaders, the difference between coaching and mentoring.
www.bizlibrary.com
Training Evaluation & Feedback
AWB Direct Sales Training
Selling Skills
Start Understanding Yourself And Others
January 24, 26, 29 2012
By
Mohamed Abdelnaby
Part A selling skills+ Communication Skills:
Personal Effectiveness
1. Successful Salespeople Skills
2. Verbal Communication (Includes both spoken and written forms)
3. Non-verbal communication (Understanding Body Language)
4. Listening skills (Active, Passive and Reflective Listening)
• Managing Self
o Understanding Self
o SWOT Analysis of Oneself
• Managing Time
o Setting SMART Goals
o Writing Planning and Organizing your time
• Managing Stress
o The Power of Perception
o Reaction to Stress
o Managing Stress
o Ways to develop a positive attitude
Training interactive Methodology:
• Games and Group Activities
• Case Studies
TWO ASSESSMENT
1. Stress Management (Replay every month)
2. Personal vision
Part B Sales Call Etiquette
• Ways to make a Good First Impression.
• Effective Call Handling
• Pre-call Information
• Building Credibility During the Call
• Key Phases of an Outbound/Inbound Call
• Hold Procedure
• Using the Right Tone of Voice
• Tips for Good Telephone Etiquette
• Forbidden Phrases to Avoid
• Body Language over the Telephone
Training interactive Methodology:
• Games and Group Activities
• Case Studies
ASSESSMENT:
3. Videos & Role Plays
Part C Build Relationships and Sales Behaviors:
• Stages in the personal selling process
• Steps in the Buying Process
• Making a Good Impression
• Developing a rapport
• New” Model of Selling
• Dealing With Tough Customers
ASSESSMENT:
4. Behavior Change Contract (follow up for everyone)
• Part D Negotiation Skills :
Techniques:
• WIN/WIN Approach
• Managing Emotions
• Negotiation Skills
• Assertiveness Skills
• Persuasive Skills
• Pareto Analysis
• SWOT Analysis
• Problem Re-statement Technique
ASSESSMENT:
• Videos &Role Plays
• Games and Group Activities
• Case Studies
FINAL ASSESSMENT:
5. SKILLS EVALUATE
6. SALES SKILLS
Recommended Training for the AWB Direct Sales team in future:
1. Sales Telephone Etiquette (Again with same style between all the team)
2. Team Management
3. Leadership Skills
4. Business Email Writing(managerial)
5. Motivational Training
6. Presentation Skills
ReadySetPresent (Coaching PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Being capable of coaching is an important skill that can transform a manager’s scope of influence. 100+ PowerPoint presentation content slides. Coaching PowerPoint Presentation Content slides include topics such as: 25 slides on the characteristics and skills of coaches, Benefits of coaching, techniques for coaching, 8 slides on the "we need to talk" coaching meeting, 10 slides on dealing with poor performance, avoiding coaching pitfalls, 20 slides on the 6- step coaching model, a 1 minute guide to praise/reprimands, discussing recurring problems, 20+ slides on modeling coaching behavior, building a coaching atmosphere and assessing your coaching style. Learn how to utilize open and closed questions, how to's and more!
Developing the Coaching Skills of Your Managers and LeadersBizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss:
• Why coaching skills are important
• Traditional coaching models and how we can improve them
• Emerging principles and competencies for managers and leaders
• The difference between coaching and mentoring
www.bizlibrary.com
Coaching Skills for Your Managers and Leaders - Webinar 10.21.14BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma.
www.bizlibrary.com/webinars
Read this paper to learn how to build a winning coaching program, select the right mix of coaching techniques, and measure the effectiveness of the coaching program.
Developing the Coaching Skills of Your Managers and Leaders | Webinar 03.10.2015BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss:
• Why coaching skills are important
• Traditional coaching models and how we can improve them
• Emerging principles and competencies for managers and leaders
• The difference between coaching and mentoring
www.bizlibrary.com
Developing the Coaching Skills of Your Managers and Leaders | Webinar 06.23.15BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss: why coaching skills are important, traditional coaching models and how we can improve them, emerging principles and competencies for managers and leaders, the difference between coaching and mentoring.
www.bizlibrary.com
Training Evaluation & Feedback
AWB Direct Sales Training
Selling Skills
Start Understanding Yourself And Others
January 24, 26, 29 2012
By
Mohamed Abdelnaby
Part A selling skills+ Communication Skills:
Personal Effectiveness
1. Successful Salespeople Skills
2. Verbal Communication (Includes both spoken and written forms)
3. Non-verbal communication (Understanding Body Language)
4. Listening skills (Active, Passive and Reflective Listening)
• Managing Self
o Understanding Self
o SWOT Analysis of Oneself
• Managing Time
o Setting SMART Goals
o Writing Planning and Organizing your time
• Managing Stress
o The Power of Perception
o Reaction to Stress
o Managing Stress
o Ways to develop a positive attitude
Training interactive Methodology:
• Games and Group Activities
• Case Studies
TWO ASSESSMENT
1. Stress Management (Replay every month)
2. Personal vision
Part B Sales Call Etiquette
• Ways to make a Good First Impression.
• Effective Call Handling
• Pre-call Information
• Building Credibility During the Call
• Key Phases of an Outbound/Inbound Call
• Hold Procedure
• Using the Right Tone of Voice
• Tips for Good Telephone Etiquette
• Forbidden Phrases to Avoid
• Body Language over the Telephone
Training interactive Methodology:
• Games and Group Activities
• Case Studies
ASSESSMENT:
3. Videos & Role Plays
Part C Build Relationships and Sales Behaviors:
• Stages in the personal selling process
• Steps in the Buying Process
• Making a Good Impression
• Developing a rapport
• New” Model of Selling
• Dealing With Tough Customers
ASSESSMENT:
4. Behavior Change Contract (follow up for everyone)
• Part D Negotiation Skills :
Techniques:
• WIN/WIN Approach
• Managing Emotions
• Negotiation Skills
• Assertiveness Skills
• Persuasive Skills
• Pareto Analysis
• SWOT Analysis
• Problem Re-statement Technique
ASSESSMENT:
• Videos &Role Plays
• Games and Group Activities
• Case Studies
FINAL ASSESSMENT:
5. SKILLS EVALUATE
6. SALES SKILLS
Recommended Training for the AWB Direct Sales team in future:
1. Sales Telephone Etiquette (Again with same style between all the team)
2. Team Management
3. Leadership Skills
4. Business Email Writing(managerial)
5. Motivational Training
6. Presentation Skills
These slides are from the second session Mark Levison and I did at Agile2010 (6/11/2010). Mark's contact information is mark@agilepainrelief.com,
@mlevison. Mine is roger@moonriseconsulting.com, @rwbrown.
The Karmic Ally Coaching’s 7 days of Inspirational QuotesVatsala Shukla
A selection of my picture quotes that have been popular on Facebook and LinkedIn collected in 1 place to inspire you - one for each day of the week with details on how to find more. Be inspired!
Exec Coaching A Comprehensive Review Of The LiteraturePeter Mackechnie
Executive Coaching
A Comprehensive Review of the Literature
Sheila Kampa-Kokesch RHR International
Mary Z. Anderson Western Michigan University
This article critically examines the literature on executive
coaching.
Social Learning is new opportunity to support Enterprise 2.0. With Social Learning HR enlarge mission and practices. Here is a proposal for HR Agenda ti develop Social Learning.
In Enterprise 2.0 Workplace is where performance and Learning happen, it's workplace learning.
In workplace learning people seek, shared and produce knowledge.
Social Learning Practices allow HR to manage knowledge process and develop people and organization, even business results.
Paychex Insurance Agency ranked No. 23 on Business Insurance magazine’s 2014 list of the Top 100 Brokers of U.S. Business, up from No. 25 last year and its fourth appearance on the list.
LEADER SCHOOL: Business Training & Coaching at Social Media & Internet MarketingSimos Kosmetatos
Δείτε όλα τα σεμινάρια: http://www.leaderschool.gr
ΓΝΩΣΕΙΣ: Εξειδικευμένες γνώσεις βασισμένες στις πραγματικές σας ανάγκες που θα διευκολύνουν την επίτευξη των στόχων σας.
ΛΥΣΕΙΣ: Εφαρμόζουμε την εμπειρία μας & την εκπαίδευση στα δικά σας site / social pages προσφέροντας ουσιαστικές λύσεις.
ΧΡΟΝΟΣ: Εκπαίδευση στο χώρο σας σε επαγγελματικούς χρόνους με ευελιξία στο ωράριο. Διαθεσιμότητα Σάββατο / Κυριακή.
ΚΟΣΤΟΣ: 30% έκπτωση όταν η εκπαίδευση γίνει στην έδρα μας. Επιδότηση από ΛΑΕΚ (0,45%).
Relationship Coaching Institute Professional Membership TourDavid Steele
Benefits and resources available to professional members of Relationship Coaching Institute for training, continuing education, certification, marketing and practice building programs and resources for building a highly successful business helping singles and couples have fulfilling relationships. Relationship Coaching Institute is the first and largest relationship coach training organization, and the ONLY coach training organization specializing in relationships.
H παρουσίαση αυτή έλαβε χώρα στην εκδήλωση που πραγματοποιήθηκε στη Μουσική Βιβλιοθήκη του Μεγάρου Μουσικής στο πλαίσιο του 7ου Open Coaching Day της Positivity Coaching στις 18 Οκτωβρίου 2016.
H παρουσίαση αυτή έλαβε χώρα στην εκδήλωση που πραγματοποιήθηκε στη Μουσική Βιβλιοθήκη του Μεγάρου Μουσικής στο πλαίσιο του 7ου Open Coaching Day της Positivity Coaching στις 18 Οκτωβρίου 2016.
My favorite quotes from who moved my cheese quotes by Vatsala Shukla Vatsala Shukla
I actually bought this book at the Mumbai airport Departure Lounge while waiting to catch a flight back to Delhi and was captivated by the fable written by Spencer Johnson, M.D. The book has since motivated me to rise to the challenge of career and life choices and encouraged me to think outside the box to create my own cheese!
I'm sharing some of my favorite quotes from the first Personal Development book that I acquired for my personal library.
A slide set giving a basic introduction to business coaching. The fundamental principles of the GROW model are used. This is a model developed by John Whitmore. It has often been built upon and changed but has not been surpassed. That is because the model works!!
This slide set is available as a series of Lightbulb Moments cards. These have been well received as a valuable resource in education, training and coaching.
Lightbulb Moments are free to download from the Ei4Change website. http://goo.gl/qNc5qR
Coaching For Pinacle Performance By Ravinder TulsianiRavinder Tulsiani
Coaching is increasingly recognized as a methodology for creating more effective conversations, for assessing and reformulating values and goals and reaching solutions.
What difference do occupational psychologists bring to Coaching?fricker67
Recent Knowledge Sharing Event delivered for the Division of Occupational Psychology focussing on Occupational Psychologists as Coaches - do we add value?
These are some of the selected slides of our 2 Day Workshop on Fundamentals of Coaching.
This will guide you how to;
* Apply a structured approach of Coaching using powerful but simple & practical models to improve employee performance and morale resulting enhanced business results
* Practice difficult but essential conversations need to happen in day-to-day life to achieve success at work & in life by using techniques that make those more meaningful
* Develop effective communication skills
* Learn to give feedback in a more professional & an impactful manner
Successful Creative Communication for Investment Escalator @ London South Ban...Anna B Sexton
Successful Creative Communication for Investment Escalator @ London South Bank University
How can creative use of coaching tools boost the success of all forms of communication in your business?
This session will utilize coaching skills to create a culture of learning and career development. Do your leaders see employee engagement as a survey, program, or completing a course? Do you want your leaders and employees to convert feedback and conversations into meaningful action and growth? Unconscious bias, resistance to feedback and organizational politics can make it challenging to measure the needs of your teams and organizations. With the coaching skill everyone can be equipped to help drive learning and growth.
Developing Leaders at all levels through Purpose driven coachingJoseph Abraham
Organizations often state that they want to strengthen their leadership pipeline, yet research shows that corporate leadership capabilities are dropping. These days, every organization is competing with everyone, from everywhere for everything - a new global reality! Researchers at Boston Consulting Group have identified the need to build leaders at all levels in an organization as one of the main challenges to be successful in the modern 'flat' world. To be successful in the turbulent decade that lies ahead leaders – and all the people they lead – need to learn to deal with complexity, uncertainty and constant change
In today’s work and organizational context one of the key qualities that helps leaders succeed and develop more leaders is the ability to coach, this workshop aims to help understand the essence of coaching and the effective tools one can practically employ at workplace both with individuals and teams that can make your coaching interventions more meaningful and powerful.
Your people have an innate desire to succeed and perform to their best and sometimes with the mind blocks and blind-spots they feel they’ve come to cross-roads or stumbled upon a huge roadblock and as a leader and you too want to see them thrive, succeed and grow, now with coaching you can help them accomplish their goals as Coaching is all about the person at the other end of the conversation, making this conversation powerful, engaging, lively, trust-driven and worthwhile is the key, and that’s what we’ll discover through this presentation.
1. Presentedby : Kaushik Saha, Certified AgileCoach
Coaching Model – Coach for
Performance
Presented byKaushik Saha(CertifiedAgileCoach)
2. Coaching for Performance
• Think about thinking
• Listen for potential
• Speak with Intent
• Dance towards insight
• CREATE New Thinking
• Follow-up
3. Think about Thinking
• Let the coachee think through his specific issue. Avoid telling
him what to do or giving advice. Ask questions about his
thought process.
• Keep him focused on solutions, not problems.
• Challenge him to expand his thinking and stretch himself,
instead of clinging to his comfort zone.
• Focus on what he’s doing well so you can play to his strengths.
7. Speak with Intent
Speak with focus for maximizing improvement in thinking :
Succinct
Saves significant time and mental energy
Helps stay on client’s agenda
Use active visual words where necessary
Specific
Focus on meaningful and relevant information, beyond the obvious
One to three most important items
Generous
Help them relate to what you are doing
Use words to include other person’s perspective
8. The Dance towards Insight
Four faces of Insight
1. Awareness of Dilemma
2. Reflection
3. Illumination – the ‘Aha!’ moment
4. Motivation
9. The Dance towards Insight
A coaching model that helps :
Helping people develop a deeper awareness of their dilemma
Keeping people fully engaged towards making new
connections
Making the ‘Aha!’ moments happen
Optimal Solution
3. Help
Improve
Thinking
2.Powerful
Questions
1.Dilemma
10. The Dance towards Insight
1. Permission
2. Placement
3. Questioning
4. Clarifying
11. The Dance towards Insight
Step 1 : Permission
Give Coachee choice on the direction of
coaching conversation
Demonstrates respect for the Coachee
Takes care of ‘Status Part’ of SCARF
In SCARF, S – Status, C – Certainty , A – Autonomy,
R – Relatedness, F - Fairness
Coach Coachee
12. The Dance towards Insight
Step 2 : Placement
Bring people to the same point in the
conversation
Help Coachee create clear mental map by
sharing key information:
– Setting the scene
– How long would you like to speak for ?
– What your goal for the conversation is ?
– What are you looking to achieve from the dialogue ?
Coach Coachee
13. The Dance towards Insight
Step 3 : Questioning
Powerful Questioning is core Coaching competency
Ask questions that make the Coachee think about their
solution
Asks open-ended questions that evoke the greater clarity
Ask questions that moves the client forward
14. The Dance towards Insight
Step 4 : Clarifying
Clarifying is the voicing the essence of what is being said
Simplifying complex ideas allows us to make connection to other ideas
easily
When clarifying, pay attention to:
What is trying to say
What are not saying
What is emotional context
What is real feelings
What is the essence of what they are saying
15. Create New Thinking
CREATE Model
The idea of CREATE Model is to ‘Coach for Action’
Current
Reality
Explore
Alternatives
Tap their
Energy
16. Create New Thinking
Alternatives of CREATE Model – GROW Model
The idea of GROW Model is also to ‘Coach for Action’
Goal
Setting
Reality
Check
Options
Developed
Wrap It Up
18. Coaching Performance Cycle
Coaching Performance Cycle – Delivering the value
Current
Reality
Explore
Alternatives
Tap their
Energy
Action
Habits
(FEELING)
Desired
Outcome
19. Agile – Lean Practitioner
Mentoring Professional Coaching
Teaching Facilitating
Technical Business Transformation
Mastery Mastery Mastery
Editor's Notes
These include actions to process information from the customer and actions to transform the product on its way to the customer.
These include actions to process information from the customer and actions to transform the product on its way to the customer.
These include actions to process information from the customer and actions to transform the product on its way to the customer.
Create Model gives three sequential steps for achieving the ‘ACTION’
Create Model gives three sequential steps for achieving the ‘ACTION’
Follow-up techniques to set the new goal
These include actions to process information from the customer and actions to transform the product on its way to the customer.
