Core coaching skills, models, frameworks, agreements, contracting
The value that coachees and mentees take from coaching and mentoring conversations depends to a significant extent on the quantity and quality of reflection they undertake. Yet many people lack the skills to reflect well. Whether busy executives or young people, who have a limited understanding of themselves and their world, the habit of reflection...
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The GROWTH model is a development from the GROW model. The additional stages of the model are shown in bold type: For a deeper discussion of this model, see the book by John Campbell and Christian van Nieuwerburgh (2018) The Leader’s Guide to Coaching in Schools, Corvin, Thousand Oaks, CA © David Clutterbuck, 2017
While charisma is usually seen as a positive leadership quality, it follows the rule that there can be too much of a good thing. A study from the University of Antwerp finds that highly charismatic leaders are not necessarily effective leaders. Charisma is associated positively with effectiveness up to a point, but when the leader’s...
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Read More How to help charismatic leader keep their feet on the ground
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...
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The experiences of both sponsors and the people they sponsor suggest that the best matches occur when: © David Clutterbuck...
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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...
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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...
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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...
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What makes an impactful question? In their early training, coaches are taught a number of questions that have the potential to help clients to think. In practice, these rapidly lose their impact because: A question is only powerful or impactful if it causes the client to step outside of their normal narrative or self-discourse. From...
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The acronym of this model , developed in Hungary by Judit Abri von Bartheld, stands for: Listening. Active listening leads to a high level of presence and intuitive questioning. According to Dave Ulrich: “Listening is not that I understand but that the other person feels understood.” Awareness and Ambiguity. Suspending judgement, allowing alternative scenarios and...
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