Recently I conducted a video conference session with an overseas client. This client is a senior executive and we have had previously three very fruitful sessions face to face. While I do conduct a fair number of coaching sessions via
published 5 and more posts
Andrew Parrock
Sally East
Pradip Shroff
Epimetheus
Lilian Abrams
Martin Richards
Maria Biquet
Simon Dennis
Katy Tuncer
Ian Flanders
Simon Darnton
Geoffrey Ahern
Alan Robertson
Isobel Gray
Laurent Terseur
Aubrey Rebello
Lynne Hindmarch
Doug Montgomery
Sue Young
Jeremy Ridge
Naomi Dishington
Wendela Wolters
Nicholas Wai
Charlotte Murray
Yvonne Thackray
All tagged internal coaching
Recently I conducted a video conference session with an overseas client. This client is a senior executive and we have had previously three very fruitful sessions face to face. While I do conduct a fair number of coaching sessions via
Given the nature of coaching, and its close links and historical alignment to therapy, I can understand why the need for supervision became a hot topic. In the early days it was very simple just to build on the model,
Before becoming a coach and feeling the magic myself, I would never have called somebody in case of a problem. I would have kept thinking through the pros and cons of different ideas and evaluating them myself.
I recently took part in a group supervision meeting with a number of my fellow internal coaches. For the coaches it is an opportunity, once a quarter to come together and discuss our practices. My sense is that for all of us it is an opportunity to get help and support, learn from others’ experiences, and take strength from the community. During this meeting two of the group shared quite different dilemmas that were troubling them,
In December 2016 I shared with you the benefits our internal Job+ coaching programme generates and how we worked in parallel with 5 internal full-time coaches and a pool of 13 Job+ coaches (colleagues who perform individual coaching in addition to their business tasks) to meet coaching demands. This way of working allows us to provide individual and team coaching as well as support leadership development.
In our first two blogs of this mini series we explored what it took for us as former leaders and managers to expand our existing range of styles by adding a more coaching approach, and shared what we felt were the related benefits and challenges that may be of value to others.
I’ve wanted coaching to be recognised as a viable way of developing people in this organisation for several years.