An overview of the Forton Group's Professional Leadership Coaching Model - the skills, steps, principles and the 'Field' of leadership and coaching. Accredited by the International Coach Federation.
FLAMES Management Consultants is a consulting firm that specializes in helping organizations, individuals, and groups achieve their objectives through improved performance and resource utilization. Their vision is to be the leading consultancy firm in Kenya providing exceptional and up-to-date training programs in partnership with their clients. Their services include team building training, customer service training, motivational talks, mentorship programs, leadership training, career coaching, entrepreneurship training, guidance and counseling. Their goal is to identify skills that can be improved or integrated to help organizations and individuals become high-performing and goal-oriented.
Datuk Dr. Maznah is the Executive Chairman of Securiforce Group, the largest security provider in Malaysia. She established Securiforce 35 years ago with only RM5,000 in savings and has grown it to over 65 branches and 6,000 employees. Through her dedication and management skills, Securiforce has developed subsidiary companies and expanded its services. She has received numerous awards for her outstanding leadership and entrepreneurship.
Eman Hamzeh AlSmady is an architect and co-founder of an engineering firm in Jordan who has also developed youth training programs. She is a certified mentor coach trained in various coaching approaches. Eman has volunteered as a kid coach for underserved children and now works with an organization in Canada assisting women and girls out of homelessness. She believes coaching helps people maximize their potential and find their authentic power.
KLM Academy helps individuals and organizations become their best through effective training, coaching, and consulting programs in key areas like personal effectiveness, relationships, leadership, change management, and achieving results. They take a competency-based approach using systematic frameworks tailored to different levels from entry-level managers to executives.
Murabet is a platform that presents the latest business opportunities in marketing, sales, communication, and management. It adds value by exchanging the business experience and making new business ideas.
https://xn--mgbcz0a0e.com/
Parivartan CTA is a training academy founded in 2009 that aims to transform individuals and organizations through changing thought processes. It provides a variety of soft skills training programs to businesses, educational institutions, and individuals. The training focuses on developing leadership, communication, diversity, and other professional and personal skills. Parivartan CTA's philosophy is based on continuous self-improvement and teamwork, with the goal of maximizing individual and organizational performance.
Lillian Courtney is a leading life and business coach in Ireland. She has over 20 years of experience in coaching and has worked with companies like Apple, The London Metal Exchange, and FMC International. She has a background in business, television/film production, public relations, and entertainment. Lillian offers a range of coaching services to businesses, entrepreneurs, students, and individuals to help improve leadership, communication skills, confidence, and overall potential. Her goal is to establish coaching as an integral part of organizational culture and help clients personally and professionally achieve their goals.
FLAMES Management Consultants is a consulting firm that specializes in helping organizations, individuals, and groups achieve their objectives through improved performance and resource utilization. Their vision is to be the leading consultancy firm in Kenya providing exceptional and up-to-date training programs in partnership with their clients. Their services include team building training, customer service training, motivational talks, mentorship programs, leadership training, career coaching, entrepreneurship training, guidance and counseling. Their goal is to identify skills that can be improved or integrated to help organizations and individuals become high-performing and goal-oriented.
Datuk Dr. Maznah is the Executive Chairman of Securiforce Group, the largest security provider in Malaysia. She established Securiforce 35 years ago with only RM5,000 in savings and has grown it to over 65 branches and 6,000 employees. Through her dedication and management skills, Securiforce has developed subsidiary companies and expanded its services. She has received numerous awards for her outstanding leadership and entrepreneurship.
Eman Hamzeh AlSmady is an architect and co-founder of an engineering firm in Jordan who has also developed youth training programs. She is a certified mentor coach trained in various coaching approaches. Eman has volunteered as a kid coach for underserved children and now works with an organization in Canada assisting women and girls out of homelessness. She believes coaching helps people maximize their potential and find their authentic power.
KLM Academy helps individuals and organizations become their best through effective training, coaching, and consulting programs in key areas like personal effectiveness, relationships, leadership, change management, and achieving results. They take a competency-based approach using systematic frameworks tailored to different levels from entry-level managers to executives.
Murabet is a platform that presents the latest business opportunities in marketing, sales, communication, and management. It adds value by exchanging the business experience and making new business ideas.
https://xn--mgbcz0a0e.com/
Parivartan CTA is a training academy founded in 2009 that aims to transform individuals and organizations through changing thought processes. It provides a variety of soft skills training programs to businesses, educational institutions, and individuals. The training focuses on developing leadership, communication, diversity, and other professional and personal skills. Parivartan CTA's philosophy is based on continuous self-improvement and teamwork, with the goal of maximizing individual and organizational performance.
Lillian Courtney is a leading life and business coach in Ireland. She has over 20 years of experience in coaching and has worked with companies like Apple, The London Metal Exchange, and FMC International. She has a background in business, television/film production, public relations, and entertainment. Lillian offers a range of coaching services to businesses, entrepreneurs, students, and individuals to help improve leadership, communication skills, confidence, and overall potential. Her goal is to establish coaching as an integral part of organizational culture and help clients personally and professionally achieve their goals.
El documento presenta información sobre estrategias de mercadotecnia y desarrollo de productos. Explica conceptos como evaluación de cursos, reglas de comportamiento, asistencia y puntualidad, tareas, planeación y desarrollo de productos, análisis de productos/marcas, clasificación de productos, importancia de la innovación, organización para la innovación, estrategias para el desarrollo de productos, lanzamiento de productos, comunicación de ideas a través de un pitch, procesos de adopción y difusión, atributos
Este documento describe las estrategias de mezcla de productos. Explica las diferentes etapas del ciclo de vida de un producto, incluida la introducción, el crecimiento, la madurez y el declive. También describe cómo las empresas pueden ampliar o complementar sus líneas de productos. Finalmente, ofrece estrategias para modificar el mercado, el producto o la mezcla de mercadotecnia durante la etapa de madurez del ciclo de vida del producto.
The document provides data on referral sources for a helpline from the 2013 fiscal year. It includes 1,533 total helpline responses, with the top three referral sources being general marketing (41%), personal recommendation (16%), and health professionals (15%). Breaking down responses without those from staff/programs, the top sources were general marketing (32%), health professionals (19%), and personal recommendation (14%). The data also examines referral sources from health professionals, general marketing, personal recommendations, and media in more detail.
Why it's challenging to develop emotionally-intelligent leadership in organisations. With some quotes from Daniel Goleman's book 'Focus' looking at the latest thinking in emotional intelligence
The document proposes ideas for a new social networking site called Space Place and role-playing game aimed at audiences aged 16-50+. The company, Mana Enterprise, currently operates a small blog and gaming site. Their goal is to develop a more sophisticated social network than Facebook and Twitter with cleaner layout, faster connections, and extra features like games and activities.
The document discusses different styles of art songs. It provides examples of classical and pop vocal singing techniques, and differences between the two. It then analyzes three Chinese art songs - "Meigui San Yuan" by Huang Zi, "Jiao Wo Ruhe Bu Xiang Ta" by Zhao Yuanren, and "Guxiang" by Lu Huabai. Key details are provided on the accompaniment instruments, singing styles, and musical form/structure of each song. Background information is also given on the development and characteristics of Chinese art songs.
El documento describe las características y habilidades de los nativos e inmigrantes digitales. Los inmigrantes digitales tienden a usar un pensamiento deductivo, leer manuales antes de usar tecnología y comunicarse a través de llamadas. Los nativos digitales usan un pensamiento inductivo, pueden realizar múltiples tareas, aprenden rápidamente a través de gráficos e hipervínculos, y se relacionan a través de redes. También existe una brecha entre adultos nacidos antes de los 90 y adolescentes/niños nacidos
The document proposes ideas for a new social networking site called Space Place and role-playing game aimed at audiences aged 16-50+. The company, Mana Enterprise, currently operates a small blog and gaming site. Their goal is to compete with major social networks and RPG developers by offering a more sophisticated networking experience and cooperative gameplay through Space Place and a new RPG.
IPSA is an investigative consulting and risk advisory firm with decades of experience conducting complex multi-jurisdictional investigations for corporations, financial institutions, and law firms. They provide professional services including anti-money laundering, anti-bribery and corruption, litigation support, and investigative due diligence. IPSA has a global network of experts in over 75 countries and experience in high-risk sectors and emerging markets.
The document proposes ideas for a new social networking site called Space Place and role-playing game that would be developed by Mana Enterprise. Space Place would target a more mature audience than Facebook and focus on cleaner design, faster connections, and extra features like games. A SWOT analysis identifies strengths in appealing to a wide audience but also weaknesses in potential late entry to an established market dominated by Facebook and Twitter.
The document describes three meeting package options - "Quality", "Hospitality", and "Dynamic" - offered by a hotel or event space. Each package includes parking, meeting hall rental with set-up, continental breakfast, mid-morning and afternoon breaks with coffee and snacks, and soft drinks. The packages differ in the type of lunch provided - a light lunch buffet, table d'hote lunch in a restaurant, or hot and cold buffet respectively. Prices range from $37.95 to $43.95 per person and taxes and gratuities are additional.
Este documento lista 5 portales sobre Web 2.0 y Medicina 2.0 a los que el autor se suscribió: 1) http://scienceroll.com, un sitio que ofrece 10 consejos para usar Web 2.0 en medicina; 2) http://www.technewsworld.com, un artículo sobre Web 2.0; 3) http://usalbiomedica.wordpress.com, un portal sobre medicina basada en evidencia 2.0; 4) http://www.go2web20.net, un portal general sobre Web 2.0; y 5) http://www.webicina.com,
The document summarizes key findings from an Alzheimer's Association awareness and concern tracking report for Northern California and Northern Nevada. Some high-level findings include:
1) Messages about the increasing rate of Alzheimer's diagnosis and its status as a leading cause of death are most compelling. Over half of residents are concerned about Alzheimer's as a public health issue.
2) While unaided awareness of the Alzheimer's Association is still low, it is the most recognized organization fighting Alzheimer's. Awareness has doubled in recent years but still lags major health charities.
3) Promotional activities effectively increase awareness and concern about Alzheimer's. Over twice as many residents had seen the "
This document provides a progress report on South Africa's Kha Ri Gude literacy campaign from 2008 to 2013. It notes that the campaign has reached over 2.9 million illiterate adults and employs an average of 39,516 volunteers annually. The targets for volunteers and learners in each province from 2013 to 2015 are provided, and it is noted that the implementation plan will need adjusting based on the 2011 national census which showed an adult illiteracy rate decrease from 17.9% to 8.62%. The campaign aims to meet its goal of reducing illiteracy by 50% by 2015 in line with international agreements.
Google Docs is an online word processing program that allows users to create documents and collaborate with others in real time. It offers features like uploading Word documents, adding formatting, inviting collaborators, viewing revision histories, and downloading files in multiple formats. Google Docs is free to use and part of Google Drive. It allows real-time collaboration and tracking of document revisions. Some ways it can be used include preparing assignments, collecting feedback, sharing ideas, conducting surveys, and creating online forms.
The Professional Leadership Coaching Model document outlines The Forton Group's approach to leadership coaching in organizations. It defines coaching as supporting people to achieve their goals without doing it for them or telling them how. The Forton Group's leadership definition is about enabling success in others. Their coaching model focuses on skills, steps, principles and resources to develop leaders and improve culture through effective communication and a coaching approach. They offer accredited coach training programs in their professional leadership coaching model.
The document outlines The Professional Leadership Coaching Model developed by The Forton Group. The model aims to develop coach-like leaders, improve culture, and support talented people. It involves four elements: skills, steps, field, and principles. The model provides a toolkit for leadership coaching to create a coaching pool, unlock value, and deliver change. The Forton Group offers an accredited coach training program through multiple courses to develop leadership coaching skills.
El documento presenta información sobre estrategias de mercadotecnia y desarrollo de productos. Explica conceptos como evaluación de cursos, reglas de comportamiento, asistencia y puntualidad, tareas, planeación y desarrollo de productos, análisis de productos/marcas, clasificación de productos, importancia de la innovación, organización para la innovación, estrategias para el desarrollo de productos, lanzamiento de productos, comunicación de ideas a través de un pitch, procesos de adopción y difusión, atributos
Este documento describe las estrategias de mezcla de productos. Explica las diferentes etapas del ciclo de vida de un producto, incluida la introducción, el crecimiento, la madurez y el declive. También describe cómo las empresas pueden ampliar o complementar sus líneas de productos. Finalmente, ofrece estrategias para modificar el mercado, el producto o la mezcla de mercadotecnia durante la etapa de madurez del ciclo de vida del producto.
The document provides data on referral sources for a helpline from the 2013 fiscal year. It includes 1,533 total helpline responses, with the top three referral sources being general marketing (41%), personal recommendation (16%), and health professionals (15%). Breaking down responses without those from staff/programs, the top sources were general marketing (32%), health professionals (19%), and personal recommendation (14%). The data also examines referral sources from health professionals, general marketing, personal recommendations, and media in more detail.
Why it's challenging to develop emotionally-intelligent leadership in organisations. With some quotes from Daniel Goleman's book 'Focus' looking at the latest thinking in emotional intelligence
The document proposes ideas for a new social networking site called Space Place and role-playing game aimed at audiences aged 16-50+. The company, Mana Enterprise, currently operates a small blog and gaming site. Their goal is to develop a more sophisticated social network than Facebook and Twitter with cleaner layout, faster connections, and extra features like games and activities.
The document discusses different styles of art songs. It provides examples of classical and pop vocal singing techniques, and differences between the two. It then analyzes three Chinese art songs - "Meigui San Yuan" by Huang Zi, "Jiao Wo Ruhe Bu Xiang Ta" by Zhao Yuanren, and "Guxiang" by Lu Huabai. Key details are provided on the accompaniment instruments, singing styles, and musical form/structure of each song. Background information is also given on the development and characteristics of Chinese art songs.
El documento describe las características y habilidades de los nativos e inmigrantes digitales. Los inmigrantes digitales tienden a usar un pensamiento deductivo, leer manuales antes de usar tecnología y comunicarse a través de llamadas. Los nativos digitales usan un pensamiento inductivo, pueden realizar múltiples tareas, aprenden rápidamente a través de gráficos e hipervínculos, y se relacionan a través de redes. También existe una brecha entre adultos nacidos antes de los 90 y adolescentes/niños nacidos
The document proposes ideas for a new social networking site called Space Place and role-playing game aimed at audiences aged 16-50+. The company, Mana Enterprise, currently operates a small blog and gaming site. Their goal is to compete with major social networks and RPG developers by offering a more sophisticated networking experience and cooperative gameplay through Space Place and a new RPG.
IPSA is an investigative consulting and risk advisory firm with decades of experience conducting complex multi-jurisdictional investigations for corporations, financial institutions, and law firms. They provide professional services including anti-money laundering, anti-bribery and corruption, litigation support, and investigative due diligence. IPSA has a global network of experts in over 75 countries and experience in high-risk sectors and emerging markets.
The document proposes ideas for a new social networking site called Space Place and role-playing game that would be developed by Mana Enterprise. Space Place would target a more mature audience than Facebook and focus on cleaner design, faster connections, and extra features like games. A SWOT analysis identifies strengths in appealing to a wide audience but also weaknesses in potential late entry to an established market dominated by Facebook and Twitter.
The document describes three meeting package options - "Quality", "Hospitality", and "Dynamic" - offered by a hotel or event space. Each package includes parking, meeting hall rental with set-up, continental breakfast, mid-morning and afternoon breaks with coffee and snacks, and soft drinks. The packages differ in the type of lunch provided - a light lunch buffet, table d'hote lunch in a restaurant, or hot and cold buffet respectively. Prices range from $37.95 to $43.95 per person and taxes and gratuities are additional.
Este documento lista 5 portales sobre Web 2.0 y Medicina 2.0 a los que el autor se suscribió: 1) http://scienceroll.com, un sitio que ofrece 10 consejos para usar Web 2.0 en medicina; 2) http://www.technewsworld.com, un artículo sobre Web 2.0; 3) http://usalbiomedica.wordpress.com, un portal sobre medicina basada en evidencia 2.0; 4) http://www.go2web20.net, un portal general sobre Web 2.0; y 5) http://www.webicina.com,
The document summarizes key findings from an Alzheimer's Association awareness and concern tracking report for Northern California and Northern Nevada. Some high-level findings include:
1) Messages about the increasing rate of Alzheimer's diagnosis and its status as a leading cause of death are most compelling. Over half of residents are concerned about Alzheimer's as a public health issue.
2) While unaided awareness of the Alzheimer's Association is still low, it is the most recognized organization fighting Alzheimer's. Awareness has doubled in recent years but still lags major health charities.
3) Promotional activities effectively increase awareness and concern about Alzheimer's. Over twice as many residents had seen the "
This document provides a progress report on South Africa's Kha Ri Gude literacy campaign from 2008 to 2013. It notes that the campaign has reached over 2.9 million illiterate adults and employs an average of 39,516 volunteers annually. The targets for volunteers and learners in each province from 2013 to 2015 are provided, and it is noted that the implementation plan will need adjusting based on the 2011 national census which showed an adult illiteracy rate decrease from 17.9% to 8.62%. The campaign aims to meet its goal of reducing illiteracy by 50% by 2015 in line with international agreements.
Google Docs is an online word processing program that allows users to create documents and collaborate with others in real time. It offers features like uploading Word documents, adding formatting, inviting collaborators, viewing revision histories, and downloading files in multiple formats. Google Docs is free to use and part of Google Drive. It allows real-time collaboration and tracking of document revisions. Some ways it can be used include preparing assignments, collecting feedback, sharing ideas, conducting surveys, and creating online forms.
The Professional Leadership Coaching Model document outlines The Forton Group's approach to leadership coaching in organizations. It defines coaching as supporting people to achieve their goals without doing it for them or telling them how. The Forton Group's leadership definition is about enabling success in others. Their coaching model focuses on skills, steps, principles and resources to develop leaders and improve culture through effective communication and a coaching approach. They offer accredited coach training programs in their professional leadership coaching model.
The document outlines The Professional Leadership Coaching Model developed by The Forton Group. The model aims to develop coach-like leaders, improve culture, and support talented people. It involves four elements: skills, steps, field, and principles. The model provides a toolkit for leadership coaching to create a coaching pool, unlock value, and deliver change. The Forton Group offers an accredited coach training program through multiple courses to develop leadership coaching skills.
The document discusses executive coaching and change management services provided by Aspecture Coaching. It summarizes their offerings such as one-to-one coaching, leadership development, cultural audits and 360 degree feedback tools. It highlights how coaching can help with personal, cultural and process-driven change. Client testimonials emphasize the measurable returns and guaranteed results from Aspecture's coaching programs.
A senior management keynote given by Manoj Sharma of http://www.DifferWorld.com on People Leadership, Professional Coaching and Creating a Coaching Organization
An overview of the Forton Group: who we are; what we do; our approach to leadership development and how we deliver leadership excellence through research, consulting, coaching and facilitation services
COACH MURPHY’s lifelong mission is to continuously learn from life experiences, to consistently create exciting learning activities & programs based on personal & borrowed wisdom; and to perpetually share them with others through his excellent coaching, mentoring & consulting wisdom.
F.M.C is a consulting firm that provides various training programs to help organizations and individuals improve performance and achieve their goals. They offer team building, customer service, motivational speaking, mentorship, life skills, leadership, career coaching, and entrepreneurship training. Their vision is to be the leading consultancy firm in Kenya by delivering exceptional and up-to-date training programs, while their mission is to provide the best consultancy services to maximize their clients' potential.
The document discusses team development and leadership. It states that teams can accomplish more than individuals and increase the chances of success. Teams provide access to more experience and learning from others. Effective leadership is also discussed as important for guiding teams to turn challenges into success through direction, support, utilizing strengths, and setting a positive example. The Leadership Challenge program aims to give leaders skills in modeling the way, encouraging the heart, challenging processes, and enabling others to act.
This document discusses EY's people strategy and development framework called EYU which stands for "Ernst & Young and You". The three core elements of EYU are learning, experiences, and coaching which help employees develop skills, gain experiences, and apply their learning on the job. EYU aims to help people achieve their potential by addressing both personal and organizational goals through opportunities such as training programs, leadership development initiatives, international assignments, and more. Metrics show EYU programs are highly rated and have helped EY achieve recognition as an employer of choice.
The document discusses an opportunity to create radical change in leadership through developing leaders' skills and mindsets. It describes Blue Sky's approach to leadership development, which focuses on developing competence, character, and creating behavioral change. Blue Sky's programs are focused on the essentials, deliver actual behavioral change, are measured and managed as a priority, and are owned and led internally. Their methodology engages leaders' heads and hearts through focused workshops and workplace learning to drive lasting change.
The document discusses coaching, defining it as a collaborative conversation between a coach and coachee to help the coachee access their own answers and find solutions. It explores the development of coaching and different types like business and executive coaching. It notes coaching is not mentoring, consulting, or therapy. Effective coaches have qualities like self-awareness and the ability to build relationships. Managers can adopt a coaching approach to develop employees. Bringing a culture of coaching to an organization requires commitment at all levels. Coaching benefits organizations by increasing commitment, communication, and productivity while decreasing turnover.
World of Learning: Coaching to embed learning & unleash a collaborative culture by Kate Cooper MBA, BSc, MEd, FInstLM, Senior Advisor: Leadership & Management Development at the Institute of Leadership & Management (ILM)
This document discusses coaching models and the benefits of coaching. It describes how coaching has evolved from focusing on top executives to include senior and middle managers. Coaching helps create more productive employees by empowering individuals to identify and address their blind spots through self-reflection and feedback. Coaching advantages include enabling introspection, improving self-awareness, and assessing personal fit within the work context. While coaching originated in sports, it has expanded significantly and is now applied in business, leadership development, and various aspects of life.
This document provides an overview of executive coaching services offered by Beacon. It discusses how executive coaching can provide a 7x return on investment for organizations. Beacon's coaching focuses on strengths and positive development using assessments and one-on-one coaching sessions. Coaches are selected based on leadership experience and accreditations. The coaching process involves pre-coaching analysis, goal setting, data gathering, and evaluation. A variety of tools and methodologies are used tailored to the client's needs.
About us:
- Successful relationship with more than 500 organizations spread across various sectors
- Wide reach in 4 business hubs of India and training capability across the country
- With more than 120 customizable solutions we are a one stop shop for all people skill related issues
- End to end service provider in the areas of talent development through profiling, assessment, training and e-Learning through exclusive partnerships
The document discusses executive coaching. It defines executive coaching as regular meetings between a business leader and a trained facilitator, designed to produce positive changes in business behavior within a limited time frame. Executive coaching is increasingly being used as a leadership development tool rather than just to address problems. There has been a shift over the past 5 years towards using coaching more for leadership development and grooming future leaders. The survey also found that in tough economic times, lower level managers received more coaching, but as the economy recovers more coaching is being directed towards senior managers and executives again.
Similar to The Professional Leadership Coaching Model (20)
The Hero's Journey is also the leader's journey - and therefore the coach's journey. First described by the late (great) Joseph Campbell, it was made famous by the plot of the film 'Star Wars' and subsequently most Hollywood movies. This presentation takes Campbell's quotes and walks through the journey, step by step
This document discusses building confidence and strengths. It defines strengths as the ability to effectively perform tasks consistently through recurring patterns of thought and behavior. The document emphasizes utilizing your talents and strengths regularly while avoiding overuse, and building confidence through appreciating your track record without becoming arrogant. It suggests fully developing yourself by clarifying direction, strategizing actions, marshaling strengths, upgrading skills, optimizing your environment, and mastering your psychology. Strengths are developed through talent, application, learning and enjoyment, while competence refers to being qualified. The document stresses growing strengths over focusing on weaknesses, and asks the reader to reflect on their daily strengths in communication, motivation, and learning.
The document discusses six leadership styles: visionary, coaching, affiliative, democratic, pacesetting, and commanding. The first four styles (visionary, coaching, affiliative, and democratic) are considered naturally "assonant" as they build resonance by connecting people and having a positive impact on company culture. The pacesetting and commanding styles are considered "dissonant" but can be used appropriately in certain situations like crises or startups. The document advises leaders to scan situations and people, adjust their style accordingly, and recruit people with different leadership styles.
The document outlines The Forton Group's professional leadership coaching model. The model aims to support people to lead, succeed, and achieve without doing it for them or telling them how to do it. The model focuses on developing coach-like leaders through leadership coaching. It consists of four elements - skills, steps, field, and principles. The skills, steps, and field provide a framework while the principles guide the coaching approach. The overall goal is to improve personal learning, innovation, and transformation through leadership coaching.
The document discusses resources, structures, and domains as they relate to leadership coaching. It defines resources as physical, intellectual, emotional, and social. Structures are how leaders access resources, like pipes that channel resources from one place to another. Structures can enable or restrict access to resources. Domains are the places where structures deliver resources. The goal of exploring these concepts is to help leaders and coaches understand how to better access and manage resources.
The Women in Logistics UK (WiL) Mentor Programme - open to members. We're looking for mentors who work in the general logistics, transport, distribution and associated fields to share their experience for people new to the sector, or looking to grow their career. For more information, contact mentor@womeninlogistics.org.uk
Virtual masterclasses for coaches, executives and leaders - and for HR, L&D & OD professionals building a coaching culture in their organisation. Five topic streams with 50 hours of virtual programmes accredited by the International Coach Federation
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
2. The purpose of leadership coaching in
Support
organisations Improve the
talented
people
culture
More effective
communications
Develop
coach-like
leaders
Leadership
Coaching & the
„Coach-Approach‟
Deliver
Transformation &
Change
Provide
skills
toolkit
Improves personal
Learning &
Innovation
Unlock
value
3. Our coaching definition
“Coaching is …
Supporting people to lead, succeed, &
achieve
Without doing it for them,
Or telling them how to do it.”
4. The ‘who’, the ‘what’ & the ‘how’
“Leadership is
more than a
position: it‟s who
we are, what we
achieve and how
we do it.”
How
Who
What
5. The Forton Group leadership definition
“Leadership is
about people
being
successful
and
enabling
success in
others.”
6.
7. The Forton Group coaching model
The Field
The Steps
The Skills
www.thefortongroup.com cthefortongroupltd 2010-2014
The Principles
Leadership coaching is about what the leader can achieve through harnessing the skills and motivation of the groupGreat leaders ensure the success is shared
So for us, leadership is about individual achievement, and it’s about the success of the team, the organisation and the society in which we operate.21st century leadership is ‘influential’ – this is not a style, it’s a necessary way of being. We need to be in touch with, and influence, those around us – at whatever level in the hierarchy – inside and outside our organisation. Leadership is a 360 degree experience; great leaders are personally successful and they enable success in others
Leadership coaching conversations enable success – both for the leader and for the wider world on which they impactThe Professional Leadership Coaching Model ignites excellence in leadership, by looking for and expecting the best in people.In the Forton Group Model, Leadership Coaching conversations have four inter-connected elements:The Skills used by the Leadership CoachThe Steps taken through the conversationThe focus on The Fieldor what’s in the world of the Coaching ClientThe Principles adopted by the Professional Leadership Coach
The four key skills of leadership coaching are:QuestioningListeningReflectingSupportingThere’s an inner loop here – with the majority of the Coach’s time focused on asking questions, listening to the answers and reflecting on what they’ve heard.
Leadership Coaching conversations start with Purpose – who the leader is being, what values they hold and what their leadership vision is. 2. The conversation then moves to current Reality – where the leader is now, what resources they have access to, what strengths they bring. Reality provides a focus for the next step: plan.3. The next step in the conversation is to explore their Plan – how they are going to bridge the gap between current reality and vision, what options are available and how that links back to their core purpose. Planning provides options (and SMART thinking).The emotional connection to the vision provides inspirationThe emotional connection to available resources provides motivationPlanning, to build on resources, and achieve the goals – provides the optimism4. The person being coached then takes action, based on the plan, and fieldwork agreed with the Leadership coach. These include ‘challenges’ (delivering on the plan) ‘ponder questions’ (issues for the person being coached to consider) and impacts which they ‘just notice’ . Action provides experience.5. The final step is the Review, when the person being coached comes back and reviews what happened, or didn’t happen, what they learned, what went well and what they might do differently in future. TheReview step results in learning.The coaching conversation isn’t a single, linear process – it can loop back at any step
THE FIELD The Field is the world of the client - a rich and complex area. Leadership Coaches listen beyond simple facts and make links across the whole field that the client lives and works in. The coach can reflect links that the person being coached may not see – the metaview. The Field is made up of three key areas; * Resources – * Structures – * Domains – Putting it simply: Resources that the client already has, or could access, are channelled by structures, which enable or prevent access to those resources. Both can exist within the individual or the collective domain. The value of looking at the field in this way in coaching is to open up thinking and support new behaviours. This concept of ‘The Field’ was inspired by the ‘whole systems’ thinking of Ken Wilbur
Leadership coaching enables the person being coached to feel more resourceful and become more resourcefulResources can be physical, intellectual, emotional, or social (PIES).PIES is an acronym to remind us of the key internal and external resources available to us:Physical – e.g. time, money, equipment, peopleIntellectual – e.g. ideas, strengthsEmotional – e.g. determination, prideSocial – e.g. teams, networks and alliesIn the Reality and Plansteps PIES is a structure to allow you to explore what’s there and what you needFor example, you can build emotional capacity – by identifying what you have and what you need to buildPIEScan also be used to describe the richer picture of the Vision – by describing what success looks like – physically, intellectually, emotionally and socially
There are five key principles which underpin professional leadership coaching and link to the International Coach Federation’s code of ethicsTrust A positive belief in the qualities of the person being coachedAccept, Blend & Create – start with what’s offeredAccept it,Blend with what else is available, toCreate new possibilitiesPresence: Be focused, fully aware and present in the conversationPossibility: Focus on possibilities - not problem-solvingPartnership: “Coaching is a relationship of equals: based around conversations that are purposeful and flexible”
The International Coach Federation provides a global standard of quality for professional coach training. We’re proud that the Forton Group’s training is accredited by the ICF and delivered to a consistent standard across the world.We offer our coach-training in four modules – a mix of in-person and virtual classrooms to meet these standards