“On July 11th Amrita appeared on The Coaching Show, an emerging podcast that features up-and-coming coaches in the profession.”
You have probably heard of Dale Carnegie’s book, How to Win Friends and Influence People. You may be surprised that this classic text holds the key to understanding the difference amongst the many ways you can encourage development in your team.
Most people come to work and want to be successful. If they are struggling with a part of their role or they are unable to progress, the reasons are usually complex. As coaches, we help people leverage their strengths, and identify self-limiting beliefs, blind spots or skill deficits
When we think about the skills of an effective coach, many things come to mind: asking powerful questions, challenging, etc. These skills are honed through training and experience.
Great coaches help people meet their objectives, move forward and grow. People often think coaching is “psychology” or “getting into your head”. While having some ability in psychology is an asset, coaches are usually not trained psychologists.
Recent statistics on executive coaching point to the fact that in the United States alone, organizations spend more than $1 billion per year on coaching services. What’s more, coaching is no longer seen as a reactive tactic to correcting bad workplace behaviour.
Sometimes I get asked to attend a “meet and greet” before a coaching engagement, hosted by an organization, to see if the coachees “like” me. Many companies introduce several coaches to every potential coachee. When I talk to coachees, they report finding it hard to choose between the coaches they are presented with.
Coaching requires technical skill. The technical skills are simple to understand but harder to master. We have all heard about many of these technical skills. They range from active listening to asking powerful questions to action planning…