Yearly Archives: 2015

Why naming an emotion helps manage it

Recent research at the University of North Carolina and elsewhere, into how we perceive emotions reveals that having a name for an emotion is important in both how we experience it and how we cope with it. Academic Tiffany watt …

Posted in Blogs, Featured Blogs | Tagged , | Leave a comment

Eight coaching myths and misconceptions

Since I first got ensnared by the world of coaching and mentoring, part of my learning has been to focus less on what is assumed and taken for granted and more on the question “What do we have evidence for …

Posted in Blogs, Featured Blogs | Tagged | Leave a comment

When is the best time to procrastinate?

Procrastination is typically a repeating cycle with four stages: Putting off something we aren’t positively motivated (energised) to do Feeling guilty Reduced self-esteem and self-efficacy Reduced energy, which makes us more likely to put things off… Coaches and mentors can …

Posted in Blogs, Featured Blogs | Tagged , | Leave a comment

Why we should make talent management more messy

Systemic Talent Management views talent management, performance management and succession planning as complex, adaptive systems — unlike traditional HR approaches, which broadly treat these activities as if they were simple, linear systems. An interesting perspective on these contrasting approaches comes …

Posted in Blogs, Featured Blogs | Tagged | 1 Comment

Getting to know the client: Clutterbuck’s twelve questions

Psychometrics and other forms of diagnostic, such as 360-degree feedback, can be very helpful in getting to know a client and “what makes them tick”. But they take time, often require lengthy analysis and can become somewhat mechanical processes that …

Posted in Blogs, Featured Blogs | Tagged , | Leave a comment

How ethical mentoring can make a difference

It seems that every day, there is another story of organizations, which were once respected, betraying the trust of their stakeholders. The scenes at Fifa (pronounced Thiefa), when staff applauded the boss, who had presided over years of corrupt practice, …

Posted in Blogs, Featured Blogs | Tagged | Leave a comment

Supervising team coaches

Coaches’ attitudes towards supervision vary widely, not least in reflection of what they see as the point or purpose of supervision. One position is that supervision is about helping new coaches embed and expand the competences they have learned in …

Posted in Blogs, Featured Blogs | Tagged , | Leave a comment

Restorative role of a supervisor

The word restorative implies “putting back” or “regaining”. An effective supervisor helps you to restore what you need to be a fully functioning coach (which may not be that different from what you need to be a fully functioning individual, …

Posted in Blogs, Featured Blogs | Tagged , | Leave a comment

Coping with blame

Coaching and mentoring conversations frequently run into the brick wall of blame, most often in one of two common forms: self-blame (assuming responsibility for one’s own or other people’s misfortunes) or other-blame (protecting one’s own self-image and reputation by blaming …

Posted in Blogs, Featured Blogs | Tagged , | Leave a comment

Managing the three way contract in executive coaching and mentoring

Arguably the most common cause of problems coaches bring to supervision is mismatch of expectations at the contracting stage of the relationship. Inexperienced coaches, in particular, tend to see the client and their issues in a linear way – the …

Posted in Blogs, Featured Blogs | Tagged , | 3 Comments