A coach seeks results for the client.
To accomplish those results, coaches rely on
procedures, methods, tools, assessments, listening and instinct
Choose Your Coaching Tools
You have a number of ways to learn from your choice of tool
An advanced coaching method for addressing stubborn barriers to performance and leadership improvement. If you need to increase performance or make a change and something stands in the way, maybe this method is for you.
Kegan, R. & Lahey, L. l., (2009). Immunity to Change: How to Overcome it and Unlock the Potential in Yourself and Your Organization. United States: Harvard Business School Publishing Company.
Before we begin the work of goal attainment, let us evaluate the goal commitment you bring to our journey. The survey helps us determine what your motivational reasons are for engaging me as a coach. With This knowledge, I can properly develop a plan that align with your needs and level of engagement.
Successful leaders maintain their mental strengths in the most stressful environments. Learn to “lead above the line” by maintaining your executive strengths while you manage the derailers that can drain your leadership effectiveness.
We often have gaps in our performance and desired outcomes in the marketplace. The Gaps Grid can help identify those areas of development to begin the work of performance enhancement to close gaps and achieve dreams.
Peterson, D. B., (2006). People Are Complex and the World is Messy: A Behavior Based Approach to Executive Coaching. In Stober, D. R., & Grant, A. M. Eds. Evidence Based Coaching Handbook (51-76) Hoboken New Jersey: John Wiley & Sons, Inc.
In our pursuit of a balanced life and meaningful work, it can be helpful to do a self-assessment to identify places where one’s life has become unbalanced and needs some attention. I use the C12 Group version because it has a faith component for those who value a spiritual life.
The steps describe the process we go through , largely without realization, to move from input data to an action. As a coach, when this process disrupts a person's life, job performance or sense of fulfilment, together, we will question the various steps from data to decision.
Senge, P. (1994). The Fifth Discipline: The Art and Practice of the learning Organization. New York, NY: Bantam Doubleday Dell Publishing Company Ross, R. (1994). The ladder of inference. In P. M. Senge, A. Kleiner, C. Roberts, B. J. Smith, & R. Ross (Eds.), The fifth discipline fieldbook. New York: Doubleday