The key to influencing the performance of a client is the capacity of the client to reflect on his/her performance (thought experiments and action research) and to modify his/her behavior based on this reflection.
An international coach and consultant, professor in the fields of psychology, management and public administration, author of more than 50 books, and president of a global institution (PSP) that provides training, conducts research, and publishes books at the cutting edge of professional psychology. Dr. Bergquist consults on and writes about personal, group, organizational and societal transitions and transformations. In recent years, Bergquist has focused on the processes of organizational coaching and the field of health psychology. He is coauthor with Agnes Mura of coachbook and consultbook, co-founder of the Library of Professional Coaching and founder of the Library of Professional Psychology.
The key to influencing the performance of a client is the capacity of the client to reflect on his/her performance (thought experiments and action research) and to modify his/her behavior based on this reflection.
An effective reflective coaching process often involves moving back and forth through seven specific levels of analysis. Each level offers a different perspective and a different reflective lens.
A model of innovation diffusion, offered by Everett Rogers, has guided the thinking and perspectives of many people. This model is applied to the ways in which a professional coach might assist her client.
A series of “If” questions are presented that encourage a coaching client to expand their horizon and move in new directions with regard to both their thinking and their actions.
A set of 10 questions is offered that should be considered by a professional coach in bringing a coaching engagement to a close.
The following set of questions should be considered by the person doing the coaching and in most instances should be directly addressed by the person receiving the coaching services.
The following set of questions provide guidance for the coach and client in the establishment of a consistent and productive coaching process
A set of coaching questions are presented that focus on the needs manifest by the men and women who come to us as clients, seeking to better understand and hopefully improve the interpersonal challenges they face in their organizations
The open-ended, wide-ranging interview schedule listed below that takes place near the start of a coaching engagement will often assist an organizational coaching process.
In this essay the authors focus on two dimensions of ontology that hold profound implications for the practice of professional coaching.
Suzi Pomerantz: LPC presents Suzi Pomerantz with the Lee Salmon Award https://libraryofprofessio...