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

By Gillian Jones, Ro Gorell

This ebook units out to aid specialist coaches in achieving extra with their consumers. It encompasses a choice of kinds, types and routines for coaches and bosses, and a proof of the way and whilst to exploit them. Designed for use like a reference booklet, it bargains effortless, functional instruments that don?t require major earlier wisdom or event in training. each one device comprises an outline and version diagrams so that Read more...

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The coach should always check their own emotional state to ensure that they are not using feedback as a way of either imparting their wisdom or externalizing their frustration with a client. The golden rule in using feedback is to use it only when it will help the client. The natural flow of a coaching conversation is determined by the level of connection and rapport you have with your client and they with you. Knowing when is the appropriate and right time to give feedback will happen as your coaching sessions progress.

If eye contact feels uncomfortable, try gazing at the spot in between the person’s eyebrows – this is a ‘blind spot’ that allows your eye contact to rest comfortably and will make it appear as if you are making eye contact. Listen actively using minimal encouragers such as ‘Aha’, ‘Right’, ‘Yes’, ‘Okay’, to keep the person talking and to demonstrate interest. At appropriate moments reflect back to the person what you have heard them say, eg ‘So what you are saying is …’ or ‘It sounds like you …’, ‘What I have heard is …’.

What is the process? At the beginning of the session, discuss with your client what they want to achieve from the coaching. Explore with them their reasons for coming to the coaching sessions and what they want to gain as a result. What’s happening for them right now? What do they want to be different? When do they want that? This then becomes their desired outcome and target date for achieving it. Next, get really specific about the outcome – how measurable is it? What would tell them they had achieved it?

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