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business coaching mentoring tagged articles (0-50 of 57647)

  • Coaching Skills Training Coaching versus Mentoring - More fuss has been made about the distinction between coaching and mentoring than most other facets of coaching put together.
  • Dollar Store Coaching VS. Millionaire Mentoring - I'm writing this article sitting in front of a dollar store in West Palm Beach, Florida. As you know our corporate headquarters is located here in the beautiful Palm Beaches of South Florida. There is also a very large retirement community here and because of the retirement, most people age 65 or older are dead broke. So, what has flourished down here over the last many years are the infamous dollar store deals, dollar store products. You go in and get something for $1 or under $1. Well, let me expose you to the reality of dollar store deals - just like dollar store coaching. People may say... 'It's only $100 for a coaching session!
  • Use coaching to improve focus - Keep your eye on the... Picture the scene, imagine I was coaching you on something as straightforward as catching a ball. We might conclude that keeping your eye on the ball would be a useful quality to bring to the task. Let's consider four ways I might try to help you do that. 1. "Watch the ball!" 2. "Are you watching the ball?" 3. "Why aren't you watching the ball?" 4.
  • Business Help: What You Need To Know And Who Is Giving The Information - In today's world having and running a successful small business is more than ever about having the information on what you need to know and who you is giving you that information. You may say, now wait a minute. I can get the information I need. What is the significance of who I get it from? We'll examine that shortly. Let's say you have a cash flow problem. There are solutions either you know to implement or you can get the information. Yet, somehow the problem persists. Maybe the first step is to get some education on the various aspects of cash flow. You can read some small business books or a small business ebook.
  • oaching Skills Training: What docoaches need to know about - Coaches need to know about coaching and coaches also need to know about the situations and problems faced by their coachees. But which is more important and which can have the greater impact on our chances of success? Let's see. Subject Matter Expertise There is still some debate around whether coaches need a detailed knowledge of the matter in hand or underlying subject in order to be able to coach another person effectively. Many would contend that we can't coach without subject matter expertise; how can we give advice or guidance or show another what to do.
  • 3 steps to linking coaching sessions - When you have a follow up coaching session with somebody you've worked with previously, it can be hard to pick up the flow. I like to use the Achievements, Issues, Plans model to help with this. Start by considering achievements, i.e. what has been accomplished since you last spoke. Remember that even if every goal was not achieved in full, any kind of momentum needs to be encouraged and recognized. This can be a great way of raising confidence and of course, confident people tend to make high performers. Confidence is a product of being successful and knowing that we were responsible for those successes. Let your coachee be the one to define what an achievement is. Then you can move on to issues.
  • Coaching Skills Training: Asking Questions - The coaching approach requires that we help the people we coach to find their own solutions in their own way. Asking questions does this in a way that giving advice or instructions could never do. When we ask questions, we encourage our coachee to think.Without questions we do their thinking for them. In coaching the best type of questions are those that probe for a deeper than typical response. We are thus better off asking open rather than closed questions.
  • Coaching Skills Training: How to listen effectively - If we're going to put so much effort into framing coaching questions in the right way then it follows that we should be equally concerned with really listening to the responses we get. We need to employ the skill of active listening. Listening happens at 3 levels: Active Conversational Superficial The bottom level, Superficial, is what we do when we're hearing but not listening.
  • Coaching the nervous speaker - Of all the arenas at work in which we might apply our coaching skills, helping people present in public seems to be amongst the most common. Many of the managers I train as coaches ask me how best to go about coaching their people through this experience.

  • Coaching Skills Training: Communication and Coaching Part 3 - If you've read my first two articles in this series you'll know that I've so farf examined six communication styles and the relative advantages and disadvantages of each: Tells, Sells, Tests, Consults, Joins and Delegates So how does all this relate to coaching and where would we place coaching on the spectrum. Many contend that since coaching is about generating ownership and responsibility, it must be somewhere close to delegation. However, we can also see that perhaps coaching doesn't belong to this range of alternatives at all as it almost represents a philosophy of communication rather than a style. In many ways coaching is a means of adopting the advantages of each of the other styles whilst minimizing the disadvantages.
  • What if coaching uncovers signs of depression? - Good coaching is a process of asking provocative questions and listening attentively to the response, but responses can be suprising. We may set off talking about time management or assertiveness issues and quickly find ourselves talking about more significant psychological conditions.Coaching managers would be advised to develop at least a little insight into the signs of abnormal psychology. Depression, for example, is a widespread disorder which about 10% of men and 20% of women can expect to suffer at some time in their lives.
  • Coaching at speed - Coaching sessions can be arranged on a spectrum. At one end we can place what we might think of as 'official' coaching. A quiet room, soft chairs, softer lighting and the time necessary to explore issues in depth. At the other end lies the notion of a quick conversation snatched in a natural moment at work. These types of coaching converations can be just as powerful providing we remember some core principles. I can understand this viewpoint and I think the coaching profession encourages it; it makes it seem as if coaching must ALWAYS occur at this level to be helpful, but it doesn't.
  • Coaching compared - Coaching is just one of a number of techniques we can use to develop the skills and abilities of the people whom we manage. To understand how to move in and out of coaching with other techniques though we need to appreciate the similarities and differences. Here, we'll consider: Coaching and Teaching Coaching and Training Coaching and Mentoring Coaching and Counselling Coaching and Teaching We know from our own experience at school that teaching tends to be delivered to groups, to a predetermined lesson plan, with people of mixed abilities developing their understanding as best they can. Of course, teaching can be given on a one to one basis and there are countless people who have benefited from being taught or tutored in this way.
  • Coaching Skills Training: How do we treat abnormal psychology? - "Respect the power of coaching questions" is one of the first learning points that I cover with the managers I train as coaches. I go on to explain that they must recognize the possibility that what starts as coaching around a simple, work related issue, may lead to the unveiling of a more significant problem. In my view, coaching managers should develop at least a little psychological awareness. In previous articles I have examined how coaching may uncover signs of, amongst other things, alcoholism, schizophrenia, drug addiction, eating disorders and sexual deviation. This can seem an alarming list but I'm not suggesting that we all need to become psychotherapists, but even if you have to deal with such issues only once an awareness of what to look for and how to respond could be crucially helpful.
  • Bet you can't coach me! - A coaching skills training course delegate was recently explaining his frustration at the lack of interest and motivation his staff were showing when being coached. He explained that the normal reaction to being coached was for his staff to cross their arms, lean back in their chairs and adopt an almost 'bet you can't coach me!' attitude. No doubt these same people would leave the coaching conversation thinking 'See. I've won. You can't coach me!' How sad. I suggested that he adopt a less well known coaching tool called Transposing to help him work this through.
  • Is A Coaching Club Suitable For Your Internet Business? - Some people need a little extra boost or attention when it comes to building their Internet business. That's very easy to find thanks to coaching and mentoring clubs on the Internet today. Before you sign up for one of these you may want to take a step back and determine if it's something you really need or not! 1. The first thing you should ask yourself is whether you are entrepreneurial by nature or not?
  • Coaching Skills Training: The three principles of coaching - Coaching starts with a healthy regard for the potential of the people whom we coach. Such beliefs are demonstrated by the three main things coaches do in the sessions they conduct. Firstly they concentrate wholly on the people they coach in order to raise their levels of awareness. Secondly they use encouragement and support to make sure that the people they coach take responsibility for moving their own issues forward. Thirdly they are open and honest and genuinely want to see others succeed and in this way they quickly build strong relationships of trust. Taking each of these in turn. Raising awareness By looking in our bathroom mirror we can raise our awareness of how we look and use this information to improve our performance in 'looking good'.
  • Can we argue against introducing coaching? - Despite the compelling reasons we might offer for introducing coaching we can expect to encounter many barriers. We need to understand what the barriers are and how we might help others develop their understanding of coaching so that these barriers may be removed. "We've got enough on our plate as it is." Most organizations these days seem to be working at the edge of chaos. Change is abundant and managers are rightly worried that one more change will prove to be 'the straw that breaks the camels back'. Viewed in this way, coaching - as just the latest stand-alone initiative - is bound to take a back seat. But coaching should not be seen in this way. Coaching can be the adhesive that binds change initiatives together.
  • Coaching Skills Training:How to decide when to coach - In my work training managers to transform motivation through coaching, I am often asked how long coaching sessions should last and how often they should take place. To me that's a question that belongs up there with how long is a piece of string? We do know how extremely flexible a tool coaching is and that there are a great many ways to use it to good effect.
  • 2 Key Choices of Online Forum Coaching Programs to Master Online Niche Marketing - The latest most dominant trend in internet marketing is providing Online Forum Coaching Programs or Online Forum Mentoring Programs. The explosive number of blogs and websites created in recent years has driven tons of aspiring internet marketers to jump on the bandwagon of website or blog creation, be it for branding or for making money online. Regardless that you are a novice at internet technology or an avid internet marketer, should you be seeking to improve your site performance, there is no where else more convenient than the Online Forum Coaching Programs. There are essentially 2 broad types of Online Forum Coaching Programs available currently in the market, namely the D.I.Y. pack and the Full Pack.
  • The Value of Coaching can be Realized by the Mentor as well as the Protege - One the the many roles of the manager is that of a mentor. He trains the new employee in the many functions of the business, and he idenitifies areas of needed development for all of his subordinates.
  • Coaching Skills Training: Coaching & Communication Part 1 - Let's cut to the chase: Coaches communicate; this is their skill and art. Managers who coach need to use their existing knowledge and skills to become similarly artful communicators. If we start by considering coaching as merely one type of communication we can see how it fits with the more general approaches to communication that most of us already employ. Here we'll consider six communication styles that differ in terms of the level of control exercised by manager and team member respectively.
  • Why You Might Be The Next Greatest Business Coach - There’s no doubt that the field of business coaching has exploded in recent years. With more and more people starting their own businesses, and executives working longer and more hectic hours, the need for an objective expert to help stop the insanity is growing. People want to do business and succeed at it, but they also want balance in their lives. They want to do what they love and spend time with their family. Not too much to ask, right? This is where business coaching comes in. Business coaches wear a lot of different hats and they work with a lot of different people. They offer help and advice on everything from increasing the profits in a small business to teaching entrepreneurs and CEO’s how to slow down and go home for dinner once in a while.
  • History Of Mentoring - A mentor is often defined as "a trusted counsellor or guide" or "a wise, loyal advisor or coach.
  • The basics of coaching - The word coach has a variety of meanings. Is it a bus or a coach or a railway carriage? Is it a tutor or a teacher or a sports trainer? With so many definitions is it any wonder that coaching at work is the subject of so much confusion? To receive 'coaching' and to be a 'coach' are both very popular terms right now but they are both widley misunderstood. Coaching is ultimately about raising the levels of human performance and, as such, has connections with teaching, training, counselling and mentoring. However, there are subtle but important differences that we need to understand. Essentially, coaching comprises two main facets. First it is performance focused.
  • How to coach your boss - The relationship you have with your boss is very important on both a professional and a personal level. It can have a significant influence on your day-to-day job satisfaction as well as your long-term career success. The relationship is also important to your boss who is counting on you, and your colleagues, to satisfy customers, meet deadlines and achieve objectives. But keeping this relationship healthy and productive is not about 'managing' your boss: it's about understanding them, and you, and then choosing to behave in a way that gets the best results for you, your boss and the organisation. Only by understanding your mutual needs, styles, expectations, strengths and weaknesses can you develop a relationship that works for both of you.
  • A philosophy of coaching - We cannot prove human nature; we can only form our own view. One of the most accessible pieces of theory on this point was provided by McGregor when he described the idea that managers view their people in two main categories. These he labelled Theory X and Theory Y. Theory X People are lazy and dislike work People must be coerced or threatened with punishment People avoid responsibility People are motivated mainly by money Theory Y Work is a natural part of life People will exercise self direction People accept responsibility under the right conditions People are motivated by achievement, recognition, etc. These two theories are really the extreme ends of the same spectrum and in truth, most of us would admit to feeling a mixture of these views about some people some of the time.
  • Several Reasons Why We Can All Benefit From Life Coaching - What is Life Coaching? In my opinion, life coaching aims to help you achieve clarity and confidence to work through issues that are holding you back from enjoying a challenging and harmonious life. Life coaching is not about making simplistic judgments about someone's life and telling that person how they ought to live it.
  • Money motivates in peculiar ways - In a house at the end of a cul-de-sac an old man lives a hermit-like existence. If he had his way would have nothing to do with the rest of the world, because more than anything else in life this old man values his privacy and peace and quiet. He wakes one day to the sound of three small boys playing football in the street just outside his house.
  • Coaching Skills: Training v Coaching - "You've done some of that coaching stuff;
  • Coaching Skills Training: Presenting the Coaching ARROW - We know that to be an effective coach requires us to have certain skills and knowledge. Beyond that, in order to help our coachees achieve their potential, grow, develop and become the best they can be, we need a healthy, positive attitude regarding the nature of people at work. The most effective coaches concern themselves with helping other people to raise their levels of awareness, encourage them to make positive choices and to take meaningful action. Effective coaches build trust by coaching with an open mind and with great sincerity. To become an effective coach we need to develop and practise our skills in asking probing questions and actively listening. The core aim of coaching being to provide an environment conducive to high quality thinking for the people whom we coach.
  • Phobias: What coaches should know - When I train managers as coaches I always warn them to respect the power of coaching questions and to recognize the possibility that what starts as an innocuous, business related conversation, may lead to the unveiling of a deeper issue. Coaching managers would be advised to develop at least a little insight into the signs of abnormal psychology. Consider for example, phobias. We need to examine the cause and effect of phobias and the anxiety their sufferes can experience. 'Phobia' appears to be one of those psychological terms that have become rooted in everyday language. People uneasy with I.T. equipment complain of Technophobia and nervous maths students claim to be victim to Numberphobia and so on.
  • Women...You Need a Mentor! - One obstacle that women create for themselves in Corporate America is not asking for what they need. At a conference I attended, a female CEO told the story of how when she became CEO, the men lined up outside her office to ask her to be their mentor. She said not one woman did; she had to go out and initiate the mentoring relationships with women (which most CEOs will not take the time to do!). At one of my recent leadership development classes for women, one of the participants said she liked the assignment of getting a mentor. "Being encouraged (or forced)" was beneficial, she said. Well, consider yourself forced! Increasingly, management experts view mentoring not just as a one-on-one relationship but also as a component of networking.
  • Tips On Successful Implementation Of Mentoring - Mentoring, training and coaching programs for novice teachers are excellent ways to improve the quality of skills and knowledge of a new teacher, his job satisfaction, and his professional competence. These programs available for the new teacher are also effective means of enhancing the student’s abilities and the mentor’s skills as well. In many US schools, these mentoring programs are mandatory to ensure that the new teacher is fully capable of handing the classes. In some schools, mentoring programs are instituted not only to prepare the new teacher for the job but also as a way of addressing the problem of teacher shortage.
  • Coaching Skills Training: Working with coaching questions - Any acronym like the Coaching ARROW or GROW is useful only insofar as it helps us remember the underlying principles. They are not intended to suggest that asking questions in sequence is all there is to effective coaching. In the same way musicians are taught to consider the value of the notes they do NOT play, coaches need to be taught that there are times when certain questions would do more harm than good. Trainee coaches are often given lists of example questions when they are first being taught - I provide them on a handout. But I'm always at pains to stress that they are ONLY examples.
  • Poker Coaching is the Latest Trend in Gaming - There's no doubt about it - the popularity of poker is at an all time high.
  • Coaching Skills Training - The ARROW Sequence - Reflection - The reflection stage of the ARROW sequence provides the person being coached (the coachee) with an opportunity to reflect on what's been uncovered so far.
  • Earning Money as an Affiliate Marketer - How Much Do You Want To Earn This Year ... $10,000, $50,000, $100,000, More? Did you know that only the top 1% of Affiliate Marketers make over $100,000 per year?
  • Coaching Skills Training: Communication and Coaching Part 2 - In part 1 we looked at six different management communication styles: Tells, Sells, Tests, Consults, Joins and Delegates Let's now consider the relative advantages and disadvantages of each. Tells Managers who use this style prefer to manage by command and control and they are sometimes referred to as autocrats. This style means that the manager can exercise great control as he or she can be sure that work is being carried out in accordance with their detailed instructions. This style takes up far less time and also brings the benefit of ensuring a consistent approach. However, people who work for managers like this often complain of feeling put upon and unappreciated.
  • Coaching Skills Training - The ARROW sequence - Deciding the Way Forward - "Pray for potatoes, but pick up a hoe." Anon. Notwithstanding all the energy we have put into coaching in the first four stages of the ARROW sequence, in some ways we have achieved very little. In truth we have thought, pondered, intellectualized and navel gazed but changed nothing. This is why the last section of the ARROW sequence - Way Forward - is so vital, because it's where we turn thought into action.
  • Coaching, motivation and the Hawthorne Effect - If you want to see an immediate boost in levels of motivation, fire up your word processor and create a quick questionnaire for each of your team members which asks: What aspect of your job do you most enjoy? What aspect of your job do you least enjoy? What aspect of your job would you most like to see stay the same? Type up and issue one questionnaire for each member of your team. You may need to explain that you're looking at ways to improve motivation and that the starting point is getting a better idea of what makes them tick.
  • Alcoholism and coaching - Sometimes the problems and situations around which we coach at work are analogous with an iceberg: what appears on the surface is far from the whole concern and it may be that what lies beneath is more significant. Whilst I would never advise dabbling in amateur psychotherapy I do feel it wise that managers develop at least some degree of awareness around the main psychological problems that can be creating difficulties at work. Consider for example, alcoholism and drug addiction.
  • 7 great ways to fail your coaching clients every time...and how not to! - So, you have your coaching client and you're ready to help them achieve their goals and dreams. But how can you fail them every time? Well, of course, you don't want to! But looking at it from this angle gives a new perspective on the mistakes that coaches so often make and helps you see how to avoid them. 1 - Treat the session as a pleasant chat Coaching, far from being a pleasant chat, should have a purpose in mind.
  • Coaching Skills Training: Coaching that uncovers Personality Disorders - Coaching questions are powerful things and I always tell the managers I train as coaches to respect that power. They must also recognize that what starts as clearly business related conversation, may lead to uncovering a significant problem outside of work. The most effective coaching managers are always keen to develop at least a little psychological awareness. Consider for example, the two main types of personality disorder, Multiple Personality and Antisocial Personality Disorder. Multiple Personality It is increasingly being recognized that it may be possible for more than one personality to exist within the same individual.
  • Coaching Skills Training - The Coaching ARROW - Creating Options - We now need to help our coachees think through the various options they have in dealing with their issues and moving towards their aims. The biggest danger here is to just settle for the first idea that comes to mind. It may well be that this proves to be absolutely appropriate but the good coach will encourage their people to be highly imaginative and creative in considering options and to be constantly alert for new insights. 'Stuck' thinking Most days I walk into my office via the front door and take the same route to my desk.
  • Can I be a manager and a coach? - There is no doubt in my mind that managers can coach. Whether managers should coach is a different matter. The dilemma can sometimes be resolved by appointing people with a specific coaching role. Other times it makes more sense for managers to include coaching in their skill set despite the difficulties that this can throw up. We need to appreciate that sometimes there are tensions when we act as coach and manager to the same group of people. Let's look at some specific issues: "I also have a range of other tasks to attend to" In our role as a manager we have many demands on our time. We probably have to allocate and distribute the team's work, monitor budgets, keep records and attend to quality control and so on.
  • Eating disorders uncovered by coaching - It is surprising how often a coaching conversation can uncover a much deeper issue. Issues which sometimes even the sufferer is unaware of until examined in the light of coaching questions. Managers are unlikely to be qualified to tackle abnormal psychology but an awareness of these sorts of issues can at least mean that the signs can be spotted and appropriate help arranged.
  • Why Coaching and why now? - We have had coaching behaviours as long as we've had people in organisations, but it is only recently that they have been given that label. In the last few years the term coaching has entered the management lexicon and become seen as an integral part of the successful deployment of people at work.
  • Coaching Skills Training: Identifying performance gaps - Coaching is about filling gaps. Gaps between what I could do and what I actually do. These gaps can concern knowledge, skills or attitude and are known as performance gaps. Where the performance gap is to do with knowledge: Coaching cannot really help where a person needs to aqcuire knowledge in order to develop their performance;
  • Do You Really Business Coaching Certification To Coach? - In most industries formal training is required to succeed, and often certification programs are offered for individuals who quickly want to get started. Business coaching is no different.

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