Author: necoaching

Emotionally Intelligent Coaches and Great Leaders

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Jim Collins in his book Good to Great characterized the top leaders as those who possessed Professional Resolve and Personal Humility. During the course of his research into what were the foundational pillars behind truly successful organizations, he found this absolute consistency throughout all the various leaders. But in real terms what does this resolve and humility translate to in terms of skills and behavior. The answer lies in Coaching and Emotionally Intelligence.

Coaching can be divided into two sets of skills. The Inner Skills are characterized by connecting with other people through listening, questioning, acknowledging, validating, empathizing, etc. It is truly about the other person and making them the key focus; this is consistent with Personal Humility. The Outer Skills focus very much on goals, actions, solution finding, accountability, etc., all with a drive towards a positive outcome. Possessing a determination towards achieving results at work aligns with Professional Resolve. Read more

Emotional Intelligence – The Essential Coaching Tool

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Since Emotional Intelligence (EI) emerged over 20 years ago and became popularized by Daniel Goleman, it has found many different applications. Not alone is the theory and its practical application used it many aspects of life, it has also become a critical assessment for coaches as part of their toolkit. Why is that?

Firstly, many of the well known assessments such as Disc, Myers Briggs and Lomminger, describe how a person is and what is useful for others to know about that person. These, though great to know and understand, tend to be matter of fact and static. However the Genos model of EI, for example, describes the individual over seven skills and provides an assessment that is fluid and consequently forms a Baseline for Development. Read more

HR Personnel as Internal Coaches – Where’s the time?

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When HR Personnel are trained to be Internal Coaches, many perceive this additional training and skills equates to more work. Good coaches are very much viewed as “go to” people, so many will seek out their counsel and support. Before long however, the coach feels overwhelmed and unable to deal with all this seemingly “extra work”. So what are some tips for HR Coaches to efficiently deal with this capacity issue?

  • Accept the Initial Investment

Recognize that the time commitment to coaching is initially one step backwards in order to take two steps forward. In other words, there might be more work initially as you coach somebody to a solution, but in the long run they are most likely to think for themselves next time they have a challenge. Ultimately coaching supports independent thinking. Read more

What HR Type Make The Best Coaches?

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In very general terms Human Resource personnel typically fit into one of the following broad categories:

  • Process Oriented: They normally specialize in areas such as payroll, benefits, recruiting, etc. They apply a very systematic and sometimes rigid approach and for the most part they see things as either black or white. They are typically most concerned about the outcome from the company’s perspective.
  • People Oriented: This group more typically aligns with areas such as performance, discipline, training, etc. They are generally seen as flexible and more people friendly. They have this knack of been able to assess the situation and work out a diplomatic solution. However their outcome concern has more to do with the person than the organization.

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10 Quick Tips to Get Started Writing Your Book

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by Lisa Tener

Writing a book can open all kinds of doors—from reaching more people with your message, to growing your business, to meeting like-minded inspirational colleagues, to the satisfaction of fulfilling a lifelong dream. Yet, if you’re like most people, you’ve put it off—or started and stopped—for years.

People put off writing their books for a number of reasons:

  • Can’t find the time
  • Not sure what to write
  • Afraid of success or failure
  • Not sure where to start
  • Don’t have the support to see it through to the end
  • Not a good enough writer

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How Emotional Intelligence might have helped BP!

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Much has been written about Emotional Intelligence over the last twenty years and Daniel Goldman can certainly be credited with making this approach and methodology mainstream. That said considerable misunderstanding also exists; many people are confused about how emotions really play into, specifically, our professional lives and its role in the business world.

Within the realm of Executive Coaching, Emotional Intelligence has emerged as a key tool when working with the C-Suite. It is widely held that senior leaders are not lacking in technical capacity; this usually is what got them to that level in the first place. However what separates the real leaders is their ability to also work effectively with all the various stakeholders whether customers, employees, suppliers, shareholders and indeed the community. They have the ability to connect; they are emotionally intelligent. Read more

Group Coaching – Affordability and Accessibility

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Working with groups rather than individuals when in school was how we all grew up learning. Reflecting on this, could working in groups provide people with a better appreciation of the value of Coaching and also put the coach visibly out there to demonstrate their talents? Perhaps so and it would also make coaching much more affordable and consequently accessible.

One well recognized Coaching Organization, Coachville provides some great resources in terms of the benefits of Group Coaching both in terms of the dynamic and financial benefits. Read more

Success Criteria for Internal Coaching

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Many organizations are developing Internal Coaches as a means of making this resource available to their staff. The use of External (Executive) Coaches, though it can be very effective, is not always an affordable option and creating an internal resource is helping to address this.

In a recent paper by Ruth Donde and David Rock of Result Coaching Systems, they highlighted how one can measure the effectiveness of training internal coaches. Read more

Coaching & the HR Function

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Organizations are now looking to see how they can more fully integrate coaching into their staff training and development. These companies have already embraced this methodology at a senior level where many executive are being exposed to external coaches. However these resources are typically expensive and therefore rarely made available to people outside the executive suite.

Recognizing the benefits, companies are now creating their own cadre of internal coaches, an initiative which is been driven by the Human Resource function. This need is being met by having staff participate in formal certification programs or creating an internal initiative. This has led to business improvements but also to the fact that the HR function is being seen in a new light in the following ways. Read more

Coaching, Marketing and Collaboration?

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The profession of coaching is struggling to gain acceptance in main stream primarily due to lack of education, poor communication of the value proposition and finally, how coaches position their businesses. Add to this the lack of understanding of who in fact makes up the market for coaching.

In marketing language, they talk about two constituent groups, namely the Total Served Market and the Total Available Market. Let’s understand what these represent and then contextualize it for the Coaching Profession. Read more