The beginning of a New Year is a great opportunity to close a chapter, and have a fresh new start on a blank page. Reflection can help you set the right direction for the future, and these coaching question may be useful for you to focus on what matters most.
Although executive coaching is becoming increasingly popular, a couple of misperceptions are quite persistent. Such as that executive coaching has to be always action-oriented, that in coaching we never examine a person’s past, or that the coaching process is more important than the coach. That’s, probably, all wrong.
The market for executive coaching is not regulated, and with more coaches in the marketplace it can be difficult for you to choose the right coach. Often it is recommended to select based on the coach’s credentials, their experience, and a chemistry check. But all these criteria are poor predictors for the success of your coaching engagement. Read here what to do instead to find the best coach for you.
This time of the year is always a good time to reflect and to plan for the next year. Most people I work with are extremely busy, and many tell themselves that they don’t have any time for reflection. But if you don’t find that time, you will find yourself always in reactive mode, just somehow picking up the pieces that others throw at you. At the end of the day you feel you have not accomplished much — and suddenly you notice another year has just rushed by, and you wonder what you have actually done the whole time…
Executive coaching can be very powerful to help you and your organization achieve the results you desire. However, not every coaching assignment is successful. Read here what the most common pitfalls are that can lead to failed executive coaching — and how to circumvent these to be successful.
Is your job ‘ok’, but it does not truly fulfill you? Do you perform well, but you feel you are not fully utilizing your potential? Then, one reason could be that your job is not aligned with your core values and motivators in life. Understanding your core values can help you not only to find the ideal job, but also to develop yourself further and utilize your full leadership potential.
As a manager these days, you often have to lead without formal authority, that is leading without being the boss. You may work on a project with peers internationally, or your may be an expert without any direct reports who is never less expected to exert influence on the organization. This may sound difficult, but will eventually get a lot easier, be fun eventually, when you follow these seven steps.
To develop people and to improve employee engagement and performance, you may want to use coaching techniques as a leader. A key coaching technique is to ask “powerful questions”. Here is a question cheat sheet for you.
Leaders using coaching techniques need a structure to make the coaching successful. The GROW model provides a powerful framework for people development, employee engagement, and performance.
Although Coaching has become a multi-million dollar industry, there is no clear definition for coaching. Learn here how it works, and how coaching is different from consulting, mentoring, and therapy