50 top tools for coaching : a complete toolkit for by Gillian Jones, Ro Gorell

By Gillian Jones, Ro Gorell

This booklet units out to aid expert coaches in attaining extra with their consumers. It encompasses a number of kinds, versions and routines for coaches and executives, and a proof of the way and whilst to take advantage of them. Designed for use like a reference booklet, it bargains effortless, functional instruments that don?t require major past wisdom or event in training. each one software includes an outline and version diagrams so that Read more...

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5) is a valuable way to do this. What is it for? It gives the client a structure to think through their expectations of the coaching relationship and practical arrangements, and to start to think about desired outcomes. It also encourages the client to think about their strengths and weaknesses in readiness for the first meeting. If the client does send it to you before the meeting, then it will give you some useful background information to consider and discuss. When do I use it? At the beginning of any coaching relationship, as it will form the basis of your first discussion.

These types of questions should be used only rarely and with caution. Foundation Tools 41 Feedback techniques and examples What is it? Feedback is a way of helping your client gain further insight about the strategies they are adopting to get the outcomes they want and how successful those strategies are. Feedback is a resource that you as the coach bring to the conversation to help the client choose which options to take and to change their current behaviours, actions and mindset. Feedback can be a valuable way of initiating personal change and, providing it is done well, can be very motivational.

Did you use relaxed body language and encouraging verbal cues during the conversation? Did you use skilful questioning to promote sharing of ideas and information? Did you give specific feedback? Did you give timely feedback? Did you give feedback that focuses on behaviour and its consequences? Did you give positive as well as constructive feedback? Did you use a facilitative approach to achieving goals rather than a telling approach? Did you follow up to make sure progress is proceeding as planned?

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