coach approach

Coach Approach to Management

Managers and Leaders using a coach approach to management are essential for 21st century business. In an environment of uncertainty, intense competition and globalisation of markets, innovation, creativity and improved performance are vital to business success. “People, not capital, are businesses’ most vital asset. An organisation must innovate more and…

Coaching conversations

In every conversation there are the seeds of new tomorrows …… Coaching conversations are not predicated on the expert use of models or structure, but on connection, relationship, full attention on the client, great listening and questioning. There are so many models of coaching conversations,  3 step, 4 step, 5 step,…

Coaching – creating internal capability

Coaching Questions that have proved to be relevant when creating or planning to create coaching capability inside organisations. Some of the questions seem to be difficult to come to terms with, and from experience, when they are answered the end result is far more robust. Why Coaching? Why now? What…

Applying real coaching skills in managers and leaders

For managers implementing the ‘coach approach’ in their everyday busy business life. The approach and effective conversations of a ‘leader / coach’ are often very different to what they learned in the past, not least because it demands a shift from the problem solving behaviours that so many managers have found successful, and have been rewarded for in their organisations.

Managers into Coaches? – why is it so difficult?

The above question attracted by attention and I replied as follows: (references are at the bottom of the post) Experience tells me that it’s not appropriate to ‘turn managers into coaches’ and that it’s much more relevant to support managers to have a ‘coach approach’ – seemingly subtle linguistically and…

Coaching Models–useful or not?

Working recently with an organisation on advanced coaching skills I suggested that the only ‘model’ necessary for them was for the conversation to have a beginning, a middle, and an end. They had previously been drilled in GROW. After their 1st practice session the feedback was, ‘we felt liberated’ (by…