Tag Archives: coaching

Four perspectives of reflective self-awareness

One of the simplest methods of developing greater self-awareness is to allocate time regularly to revisit recent experiences and seek insights from them. A simple structure for this is the quartet of questions: How do I feel about the way …

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Open air coaching/mentoring

Open air coaching/mentoring When choosing a place for a coaching or mentoring session, the obvious choice is to find a quiet meeting room, where you can relax and be creative. Unfortunately, meeting rooms tend to be anything but relaxing, with …

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Helping a manager understand his or her leadership style options

How a manager behaves in any specific situation depends on many factors, including how much preparation time they have, but the two most significant factors are their general style preference and the range of options they have within their preference. …

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The moment you think you understand is when you need to listen twice as hard

It is one of the most deceptive moments in coaching or mentoring. You have listened to the other person’s story, trying to understand the situation. Eventually, there comes a moment, when it all seems to fall into place. We relax …

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What if the client worries too much?

Like most human traits, worrying in the normal course of events has benefits, because it raises our awareness of real or potential threats. Compulsive worrying, however, can cause unnecessary stress and have a serious negative effect on performance. At extreme …

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Taking team or group decisions

The Abilene effect (where a solution is adopted that no-one really favours, but no-one feels sufficiently opposed to, to go against the majority) happens remarkably frequently, even in high performing teams. It is actually quite easy to prevent, with the …

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Negotiating the balance of power between the team leader and the team

One of the biggest impediments to team performance occurs when there is a mismatch between the leadership style and behaviours the team needs and those that the leader and the team default to. The word default is appropriate because there …

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Multiplicity theory and team coaching

The concept that humans are composed not of one single self or personality, but of numerous different “selves” that think and behave differently in response to different stimuli, is now well entrenched (Bern, 1964; Rowan, 1990, 1993). Bachkirova (2011) and …

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When the coachee or mentee is unhappy with their current job

Everyone has times, when their job just doesn’t seem to give them the same satisfaction. These feelings don’t always last – simple shifts in role or responsibility can make a radical difference, for example – but when ennui sets in, …

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What does a great developmental conversation look like between line manager and direct report?

The weight of evidence in recent years with regard to traditional performance appraisal and developmental conversation between line managers and direct reports presents a clear picture – not only do they not motivate higher performance, but they often reduce motivation …

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