Month: November 2024

1. Nascent Stage Purpose: Initiate awareness and begin exploring the idea of coaching within the organization. Characteristics: Challenges: Actionable Strategies: Outcomes: 2. Tactical Stage Purpose: Start implementing coaching practices in an ad hoc manner to test feasibility. Characteristics: Challenges: Actionable Strategies: Outcomes: 3. Strategic Stage Purpose: Formalize coaching as a critical enabler for achieving business…

Manager as Coach A Manager as Coach is a leader who uses coaching techniques to empower, guide, and develop their team members. Instead of focusing solely on directing tasks and monitoring performance, they foster growth by: The focus is on unlocking potential within the team and aligning individual strengths with organizational goals. Coaching is integrated…

The ICF Training Matrix is a comprehensive tool to map various coaching approaches against the International Coaching Federation (ICF) Core Competencies. It serves as a resource for coaches, trainers, and organizations to understand how different coaching methodologies align with or complement the ICF framework. This is as reference only from AI Source : Here the…

Leadership derailment is when a leader displays certain negative behaviors or traits that disrupt their effectiveness. Common causes of leadership derailment include: Recognizing these derailers early can help leaders make adjustments, seek feedback, and develop areas that may be holding them back from achieving their full potential. Leadership coaching often focuses on identifying and managing…

EMOTIONAL HIJACKING IN COACHING ​​Emotional hijacking, also known as an amygdala hijack, occurs when the brain’s emotional center (the amygdala) overrides the rational thinking part (the prefrontal cortex), leading to impulsive reactions. This process can be visualized as follows: This sequence explains why people might “lose control” in emotionally charged situations. Understanding this process can…

1. Clarify Your Role and Intentions Position Yourself Clearly: Highlight that your aim is to support growth, not to evaluate performance. This builds trust. Understand Boundaries: Ensure there’s clarity between your role as a coach and other roles (e.g., manager). 2. Develop Coaching Skills Focus on foundational coaching competencies like active listening, powerful questioning, and…