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.
In this webinar delivered for the IIC&M Bettina Pickering explains why coaches are in effect leaders, and leaders should adopt a coaching style.
She covers the
- key qualities that great coaches and leaders have in common
- 3 core coaching/leadership qualities with practical examples drawn from her research of interviewing/surveying 30 coaches globally
- self-leadership and a process to develop each quality further
Creating trust in teams is key if you want to get them to a high performance state. This talk revolves around the 5 dysfunctions of a team model by Patrick Lencioni and in particular provide tools for you to help build and develop trust in your team.
Learn about, knowledge about coaching skills, talent development program, support structure for new talents, alignment of company mission, vision and obejctives
In this webinar delivered for the IIC&M Bettina Pickering explains why coaches are in effect leaders, and leaders should adopt a coaching style.
She covers the
- key qualities that great coaches and leaders have in common
- 3 core coaching/leadership qualities with practical examples drawn from her research of interviewing/surveying 30 coaches globally
- self-leadership and a process to develop each quality further
Creating trust in teams is key if you want to get them to a high performance state. This talk revolves around the 5 dysfunctions of a team model by Patrick Lencioni and in particular provide tools for you to help build and develop trust in your team.
Learn about, knowledge about coaching skills, talent development program, support structure for new talents, alignment of company mission, vision and obejctives
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
Upgrade your career with professional coaching certification and maximize your leadership quality with Centerforcoachingcertification. The network of credentialed coaches certifies the transformation process in finding professional coaches.
Leader as Coach: from GROW Coaching to FLOW CoachingTim Coburn
A one page comparison of GROW Coaching and FLOW Coaching. The advantages of FLOW Coaching show how it could give leaders are more effective coaching tool than they currently use.
Very often we use the word team work in our organizational context without perhaps fully understanding what we mean by teamwork.
An effective team requires the participation of every member in order to be successful. When one person cannot accomplish a job alone and several individuals must cooperate to fulfill a mission, you need a team. The better the cooperation, communication and coordination among members, the more efficient the team.
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
16 Simple Ways to Help First-Time Managers SucceedJhana
Great managers aren't born; they're taught. Ineffective managers lead to all kinds of expensive problems, including high turnover, low morale, poor company performance.
The good news is that the solution to this problem is simple. Designed for HR leaders in tech, this free reference guide contains 16 simple ways to help first-time managers learn how to be effective managers. You'll learn:
- Why good managers are critical to your company's success.
- 16 actionable ideas you can use to help your first-time managers today.
- Real-world examples and tips to implement manager development.
People management is one of the most difficult areas of management nowadays. People are not machines, they are complicated, emotionally unstable and a good manager needs anticipate any possible issue that might appear in their job lives in order to maintain the team motivation and performance.
If you want to learn more about this topic: https://www.newsteer.com/resources/people-management-101
Miriam McCallum of McCallum Associates explains how to use NLP in business in a presentation made to the Newbury Business Group in West Berkshire, UK in July 2009
Workplace Accountability: How Effective Managers Create a Culture of OwnershipThe Business LockerRoom
Every company would love for its employees to demonstrate accountability; to take ownership of their work. However, despite their best efforts, few companies understand what it takes to create and sustain a culture of accountability. This presentation will presents the basic components of a methodology for creating workplace accountability.
This Presentation will help you learn, sustain and enhance your organizational dynamism quiotent. This talk was delivered at HR Sangam's conference - The People Agenda 2015 at The Hilton.
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
Upgrade your career with professional coaching certification and maximize your leadership quality with Centerforcoachingcertification. The network of credentialed coaches certifies the transformation process in finding professional coaches.
Leader as Coach: from GROW Coaching to FLOW CoachingTim Coburn
A one page comparison of GROW Coaching and FLOW Coaching. The advantages of FLOW Coaching show how it could give leaders are more effective coaching tool than they currently use.
Very often we use the word team work in our organizational context without perhaps fully understanding what we mean by teamwork.
An effective team requires the participation of every member in order to be successful. When one person cannot accomplish a job alone and several individuals must cooperate to fulfill a mission, you need a team. The better the cooperation, communication and coordination among members, the more efficient the team.
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
16 Simple Ways to Help First-Time Managers SucceedJhana
Great managers aren't born; they're taught. Ineffective managers lead to all kinds of expensive problems, including high turnover, low morale, poor company performance.
The good news is that the solution to this problem is simple. Designed for HR leaders in tech, this free reference guide contains 16 simple ways to help first-time managers learn how to be effective managers. You'll learn:
- Why good managers are critical to your company's success.
- 16 actionable ideas you can use to help your first-time managers today.
- Real-world examples and tips to implement manager development.
People management is one of the most difficult areas of management nowadays. People are not machines, they are complicated, emotionally unstable and a good manager needs anticipate any possible issue that might appear in their job lives in order to maintain the team motivation and performance.
If you want to learn more about this topic: https://www.newsteer.com/resources/people-management-101
Miriam McCallum of McCallum Associates explains how to use NLP in business in a presentation made to the Newbury Business Group in West Berkshire, UK in July 2009
Workplace Accountability: How Effective Managers Create a Culture of OwnershipThe Business LockerRoom
Every company would love for its employees to demonstrate accountability; to take ownership of their work. However, despite their best efforts, few companies understand what it takes to create and sustain a culture of accountability. This presentation will presents the basic components of a methodology for creating workplace accountability.
This Presentation will help you learn, sustain and enhance your organizational dynamism quiotent. This talk was delivered at HR Sangam's conference - The People Agenda 2015 at The Hilton.
Feedforward Presentation to the University of IllinoisAmber
I had the opportunity to present my dissertation research to a graduate design course at University of Illinois. The course covered cognitive theories that are relevant for design strategy. Feedforward is a design theory that supports emotive learning for lifestyle change through design. The presentation also describes custom research methods I developed to measure change in bias, preference, and behaviors over time.
Check out the follow-up workshop presentation. It offers an abbreviated framework for designing with feedforward.
Discover how to leverage your existing professional skills to create a thriving and profitable coaching practice. Learn the proven 4-phase coaching process that will greatly boost your confidence to effectively coach others, and transform the lives or your clients. Walk away with numerous business and marketing strategies that you can apply immediately to attract more clients and make your practice financially sustainable. Presented by, Jonathan Jordan, a top-ranked, internationally renowned executive & business coach.
“If people in an organization are good at replicating what they already do well, what happens when the environment changes and what is needed begins to change?"
Presentation, created for a Taylor University MBA corporate site client, discusses the key differences between coaching and mentoring and when to use each.
Coach Approach to Leadership - Conversations for SuccessRay Lamb
Defining coaching for leaders, and a guide to coaching conversations for successful leadership using a 'coach approach' what, why and how of coaching for leaders
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.
This session will engage participants in ways to fully leverage the LPI® to drive behavior change in workshop participants and culture change in the organizations they lead. Beyond interpretation of the results, themes, and development plans, we’ll explore techniques to go deeper with individuals. In addition to sharing our own insights and experience, we’ll facilitate table discussions and best practice sharing on topics such as powerful questions, tapping into genuine motivation, dealing with resistance, and ways to reinforce behavior change.
Renee Harness is the founder of Harness Leadership, a Certified Master Facilitator of The Leadership Challenge®, and key developer of LPI® Coach Certificate Program. Working with leaders at every level of an organization, her goal is to engage, inspire, and involve people in making meaningful contributions to their work, their communities, and their worlds.
Amy Dunn is a member of Integris Performance Advisor’s consulting team and focuses on facilitation of The Leadership Challenge®, LPI® coaching, The Five Behaviors of a Cohesive Team®, talent management, and meeting design and facilitation. Amy’s greatest professional joy comes from optimizing talent – within individuals, teams, and organizations.
Presentation of Kristine Nesterova, MBA, International Certified Coach, Lecturer at Turiba University about Coaching and setting the goals.
http://skills.turiba.lv
Presentation was developed for Teachers training which took place in Krakow, Poland, September 2021.
In this presentation you will find answers to the question what is coaching, how to become more self-aware, how to set the goals and how to achieve them.
As part of the Institution of Mechanical Engineers' service to members, engineers and professionals in technical industries worldwide, we host a series of free training webinars.
The slides were used in a free training webinar which looked at coaching for engineering managers. The webinar looks at what makes a good coach, coaching vs mentoring and the benefits of coaching.
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.
Leadership Accelerator: Unleashing Potential in Younger Employees.pptxDennis Van Aelst
We recognize that our young professionals possess immense talent, fresh perspectives, and boundless energy. We believe in their potential to become the next generation of exceptional leaders. That's why we have developed this transformative program designed specifically to harness and amplify their abilities.
This is from our 3 hour Goal Setting Mastery Workshop. If you'd like a version of this brought into your organization, just connect with us at www.carnegiejunction.com.
Coaching - The Possibly Best no1 Solution for You NowEduard Lopez
Did you ever consider hiring a coach? Here is a personal reflection of what a coach can do for you, and some basic rules to help you in the process of hiring one.
this presentation gives basic understanding of What is coaching, Why coaching, Skills required to be a coach, Coaching arc of conversation and basics of coaching models.
Similar to Developing Leaders at all levels through Purpose driven coaching (20)
Differentiate yourself in this fast paced world!Joseph Abraham
This presentation is for professionals to help you differentiate yourself through discovery and deep delving! Write to me at ja@kjosephabraham.com for any help and assistance with regards to the same!
Coaching is a powerful conversation that can stir a person to self-think their own solutions and achieve a lot in their life, this presentation is aimed at helping you learn more about how you can apply the same at your work-place!
Start-ups today rely on ‘maybe’ and ‘I-feel-so’ factors rather on validated data. If you have a ‘great’ product your greatest proof is number of sales. This presentation's objective is to ensure tha you are building your marketing plan in the right direction with the right elements.
Would be glad to hear your thoughts out!
A simple yet powerful presentation to help you discover the 3 most time saving discoveries that's help you secure life and career success! Join me in this presentation as we embark on this journey of discovery together!!!
Equip my career™ is an exclusive student development organization specializing in career growth, Skill development and attitude alignment
Our vision is to help students realize their potential and value
Life @ Leadership provides strategy and learning and development solutions to Educational Institutions and corporate houses to help improve and build careers, sales, customer loyalty, people performance, organizational effectiveness, inclusive leadership and team efficiency.
For more, go to lifeatleadership.com
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
6. Today
Brewing Conversations & Relationships
The Essence of coaching
What makes a great coach
Powerful coaching interventions
Coaching for results
What Why
Where
When Who
How
14. Coachingis a powerfuland meaningful relationshipthat helps clients think- through their own solutions within a time- framethrough powerful questioning & way forward thinking
18. 469-399BC : Socrates
1500: Carriage
1850 –word Coach was used by English Universities
1930-40’s–Passive passenger (Assisted by mentor)
1950’s–Management Literature as skill
1974–“The Inner game of Tennis” –Timothy Gallwey
1980–Life coaching was focus in Canada
1988–Thomas Leonard course: Design your life
1980sExecutive coaching began to emerge
1990’s–Coaching for performance by John Whitmore
So how did it all Start?
20. Coaching is for ’Problem employees’
Everyone is coachable
The coach is a Business expert
You don’t needspecialist trainingin coaching
Coaching is a nice employment perk
Coaching credentials means more effectiveness
It takes a lot of time
Results can’t be measured
Let’s Discuss
22. 1.Examining values
2.Developing a vision
3.Setting goals
4.Visualization of mental reactionsbefore an event
5.Centering and maintaining focus
6.Working with belief’s
Link between Sports and Coaching
23. Performance
Skills
Career
Personal or life
Business
Sales
Team coaching
Flavors of Coaching
Executive
Health and wellness
Relationship
Wealth/Financial
Grief
28. 1.Coaching is a relationshipand hence built on Trust
2.Coaching is all about client
3.Coaching is helping your client move forward
4.Coaching believes Clients have their own solutions
5.Coaching believes in maintaining high ethical standards because a lot is shared in confidence
6.Coaches are constant learners
7.Coaching is result-oriented
7 simple Truths
33. Organizational level
So what’s Changing?
Management level
Evolving Technology
Economy
Skill shortages
Innovation
Diversity and inclusion
Global Challenges
Competition
Government regulation
Big-data
Leadership
Operations
Selecting talent
Retaining talent
Communicating vision
Performance
Organizational culture
Virtual workforce
Generations
Cost reduction
34. Personal Level
Change in the way work is done
Change in roles and relationships with people
Change in relationship with customers
Change in culture
35. Personal goals
Career
Performance
Relationships
People Development
Work-life balance
?
Struck!
BUT!
Want to move forward!
37. Don't know what to do
Know what to do
Need to know what to do
Choice criteria
How to go about?
Risk and challenges
More…
Need more clarity
Wondering if options can be widened
Next steps and consequences
Plan of action
Resources
39. Awareness
Clarity
Choice
Action
What does a Coach do?
AskQUESTIONS in a safe environmentto help client gain/move to
40. Awareness
•How we: Think, Behave, Act
•Ourvalues, personality, strengths, beliefs
•Philosophy, Pursuits
•The environment: Opportunities & challenges,
The picture of NOW, us and the environment:
41. Clarity
•Where we want to be VsWho we are and where we are now
•Factors drawing us to the future
•What’s holdingus back
•Value alignment
The clear picture of future and what next!
42. Choice
•What possibilitiesare in front of us?
•What are the different pathways?
•What’s the best pathway?
•Is it aligned to reality?
•Weighing options
Possibilities, pathways, options
43. Action
•Sub-goals to meet and challenges to meet
•Tangible and really possible
•Is it SMART?
•What’s the measure?
•Accountability creation
Goals, Milestones, Measure & Accountability
47. 1.Belief
2.Optimismabout human development
3.Ready to helpas well seek help
4.Humility & Patience
5.High degree of personal ethics
6.Emotional Intelligence
7.Inner satisfaction that is not dependent on acknowledgement
8.Consistent learner
A great Heart
48. 1.Understanding human behavior
2.Interpersonal Sensitivity
3.Powerful questioning
4.Active listening
5.Intentional communication
1.Reframing 2. Paraphrasing 3. Metaphors
6.Understanding of context
7.Action design and goal setting
A great Mind
50. G
R
O
W
oal
eality
ay forward
bstacles/Options
51. 1.Who set the goal?
2.Did you find easy to listen?
3.Did you find it easy to question?
4.Was it a complete conversation?
5.Did you feel compelled to speak when there was silence?
6.Was there a clear actionable?
7.Did you hurry?
8.What were the challenges you faced?
Let’s Debrief
52. Coaching is all about the client
Coaching is like dance, you really enjoy
Coaching is in the flow
Coaching is solution-focused
Coaching is complete
Coaching has a clear actionable outcome
Coachingin essence
56. I’m just not listening
I’m just pretending
Oh that’s interesting
Oh this is what you are
I’m there with you!
Ignoring
Pretension
Selective
Evaluative
Active
63. G
R
O
W
oal
eality
ay forward
bstacles/Options
64.
65. What would you like to discuss today?
Of all these what would you like to talk about?
On a scale of 1 –10, how important is this to you?
How would we know that this session was successful?
Is this what you would like to accomplish (------) ?
Listen
Question
67. Great! Can you tell me more about this? <What client specified>
On a scale of 1-10, where are you now?
What are the factors contributing to the number you just mentioned?
Of all the factors, can you share more on the compelling factor
What do you feel, if you do right now will help you move forward
Listen
Question
69. So I hear all that you are saying is <Summarize>, are we on the same page?
What are still missing in this picture?
Hmmm, what have you done about it so far?
For a moment, let’s visualize your accomplishment, how do you feel?
What would you want to do right now to move forward?
Listen
Question
71. Ok, we have few options before us, can you choose top 2?
Can you tell more about what made you choose these 2
With what you just shared, can you narrow it down to just 1
Can we do this differently?
What would your favorite super- hero do?
Listen
Question
73. What small first step are you going to take right now?
What other actions will you take and when?
Who can help you in your journey?
How will you know you are successful?
On a scale of 1-10, how motivated are you?
Listen
Question
87. 1
Educate
Create awareness
What
Benefits
How
Support
Comfort is created!
88. 2
Experience
Coaching interventions
Coaching workshops
External coaches for senior leaders
Internal pool of certified coaches
Manager as a coach
Peer as a coach
Reporteeas a coach (feedback)
89. 3
Encourage
Coaching cohorts
Coaching workshops
Inter-team and Business Units
Chapters
Specific competencies
Internal certifications
90. 4
Enrich
Mentor coaching
Coaching Supervision
Advice to younger coaches
Realistic training ground
Coaching for coaches
Challenge pool
91. 5
Establish
Measure
Best-practices
Real time results
Link it to ROI
Seek, record, collate and circulate
Let the world know!
99. Thank You! for your time!
Let’s stay connected!
kjosephabraham@gmail.com
+91 98400 79377
/kjosephabraham@gmail.com
I blog at www.coachingbeacon.com