Coaching with Colleagues: An Action Guide to One-to-One by Erik de Haan

By Erik de Haan

This can be the 1st severe publication approximately training deeply rooted in an extended and sundry therapeutical culture that even as interprets insights from that culture into transparent and crisp versions for sensible software in smooth training perform. The ebook refers to recognized training methods in company and devotes extra realization than ordinary to inner training practices. it's a exact, rigorous but obtainable consultant to training methods and perform.

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This enables the coach to influence the direction of the conversation, by deciding whether to ‘lead’ or to ‘follow’ the coachee. In the first instance the coach will suggest or propose something; in the second the coach will put him- or herself at the service of a joint exploration or discovery process. 2. Nature of contribution: supporting or confronting? The coach can decide at each moment to build on and reinforce the coachee’s strengths, or else to bring up the coachee’s weaknesses and help him or her overcome them.

5 shows, each of the four orientations on the playing field results in a different orientation on the part of the coach. 5 The window onto the coach: different contributions from the coach 25 A RICH FIELD OF EXPLORATION 1. The level of addressing coaching issues (from top left to bottom right) – ranging from the coachee’s problem to the coachee as a person, from ‘what’ to ‘who’ questions, and from superficial to more personal levels of intervention (see Chapter 1). This is a dimension that runs from content to person.

The coaching serves largely to strengthen insight and self-acceptance. 1 The coaching process, as seen through the eyes of the coach: with the help of the famous spiral staircase of Bramante we have tried to express the circular, and at the same time progressive, nature of a coaching journey 4. Refining the contract Where coach and coachee review the coaching process up to a given point, take stock of the outcome in the light of the original goals, and explore options for the future. This may take place halfway in the coaching journey and may be a moment to liaise with other involved parties.

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