The Process of Reflective Coaching: Levels of Inquiry
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.
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.
In this essay the authors focus on two dimensions of ontology that hold profound implications for the practice of professional coaching.
Organizational Coaching comes in many forms and is called many names. We propose that three strategies and more than a dozen specific models of organizational coaching.
Training and education have become prominent features in the professional development curricula of many contemporary organizations. In this essay, I briefly identify several of the reasons for this growing interest. I then suggest ways in which training and education are enhanced by several complimentary coaching activities. I identify the nature of and reasons for shifting concepts of training and education, …
At 350 mg per day of caffeine, one’s coaching client is likely to experience a diminished capacity to focus on a specific issue for a sustained period of time—the kind of concentration that is needed during a coaching session.
How do we lead, consult and coach with in widely differing settings in which organizational culture varies and organizational structures and processes vary so widely?
Functional organizations are not places of the body and mind. They are places of spirit and soul. There is no such thing as a “secular” organization—for all contemporary models of organizational life are deeply embedded to the framework of ancient religious practices and have been nurtured in the soil of communal life and traditional societies. Functional and effective leadership requires …
The instruments in this document have been presented to illustrate the broad range of resources that are available for instrument-based coaching and to point to several places where an organizational coach might turn when building a library of appropriate instruments for use as a professional coach.
A series of "animation" questions are posed concern the implications of neuroscience research for the professional of coaching.
Variations of this tool have been available for many years—ever since the concept of life planning was first introduced into organizational consulting work. It remains one of the most useful tools that can be used by a professional coach who is working with her client in the exploration and clarification of life and career values and aspirations. The life shields …
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