In coming to virtual group supervision, people tend to have two main aims: Virtual group supervision sessions tend to be relatively short (60 to 90 minutes maximum) compared with two hours or more for face-to-face group supervision. So it is important to prepare well to make maximum use of the time. Typically, a session would (more…)
Group mentoring is a relatively recent innovation. It is typically used in situations, where the demand for mentors outstrips the supply. In a typical group mentoring programme, the mentees might meet on their own once a month, acting as peer mentors and agreeing topics they want to bring collectively for discussion with their mentor. They (more…)
A survey reported in Harvard Business Review asked 106 executives from 17 countries about problem management in their organizations. Overwhelmingly, respondents expressed high confidence in their companies’ ability to solve problems, but low confidence in their ability to understand or even identify the right problem. It seems that managers have a propensity to frame a...
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What level of development as a coach do you need? The following questions may help your thinking about the right coaching course level to attend. These questions are focused around your coaching mindset but other considerations also apply around length of experience, hours of coaching practice and previous coach education. If you answer yes to (more…)
The experiences of both sponsors and the people they sponsor suggest that the best matches occur when: © David Clutterbuck
Long term work stress is associated with a wide range of health issues, including digestive disorders, cardiovascular disease, mental health problems and chronic headaches. It also has negative effects on productivity, creativity, and employee engagement. Acceptance and commitment therapy (ACT) has been shown to help employees develop stress resilience – an enhanced ability to coper (more…)
It’s a natural assumption that, the more coaching a line manager gives his or her direct reports, the greater the positive impact on performance and engagement. In reality, however, according to a study by Gartner, there is very little correlation. The study suggests instead that quantity of coaching is much less important than quality. It (more…)
As the name suggests, feedforward is different from feedback because it focuses on the future rather than the past. While feedforward may begin with a question such as: “What have you learned about yourself and how you approach your work, which could be of benefit in how you manage future tasks?” …the emphasis is not (more…)
How to help a coachee or mentee be “realistic” about their performance The “better-than-average effect” is a phenomenon first explored in the 1960s, when it was discovered that terrible drivers all judged themselves to be better than average and much closer to the expert end of the spectrum than to the poor driver end. Further (more…)
Most of us have a bias towards optimism or pessimism. Within normal ranges, this is quite healthy, but outside of these, it can be a significant problem in terms of relationships with colleagues, decision-making, and career potential. Of course, some jobs demand an element of pessimism — working in finance or compliance requires a focus (more…)