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Advanced Coaching offers a solution focused approach which can be used straight away and get some impact with your teams and peers. Coaching is used in a professional sense to engage and empower others.
We can use it for coaching one person and also teams to achieve real organisational and cultural change. Coaching is an art - hearts and minds need to come together. Coaching is about improving people’s thinking and identifying gaps rather than convincing them of something or trying to change their minds. It empowers the other person to go and find the solution for themselves.
The difference between the most commonly used meanings of these two terms is: sympathy is feeling compassion or pity for the hardships that another person encounters. empathy is putting yourself in the shoes of another and demonstrating we understand how they feel - it is non-judgemental.
In a work environment - sympathy can be seen as collaboration which can reflect negatively on you as the coach.
Empathy - is the best approach for coaching as it shows we understand how it makes the person feel.
Once we have empathy - we canprime to trustus. We can create a safe environment to allow a person to share.
Whatever model you choose, it’s also important to establish a Need and the Intention. You need to ask yourself - Are you pushing or pulling them towards a decision?
If we are Pulling we are very Non-directive and Coaching. If we slip towards giving advice - we are NOT coaching
There are many different models we can use to coach people - some can be helpful, but regardless of each must have a reason why we are doing it in the first place. Whatever method we use we need to include some fundamentals:
Coaching stimulates neural networks in the brain, and enables people to connect the dots, build confidence and ultimately it improves performance.
It’s important when coaching to help the person to explore their problems in detail, do do this we need to use language to frame questions in the right way:
Ask open questions - Do use; What, Where and How beginnings, as well as; tell me more, can you describe it? How did you do that? What made you come up with that idea?
Warning - be careful with the use of Why? - as this can sound quite confrontational?
Double clicking - Go deeper with your questioning and probe even further. Qualify what they mean and what that looks like to them. By doing this you are giving them a gift and enabling them to think in a different way.
GOALS - where are they heading?
Whatever model you choose to use... PRACTICE PRACTICE PRACTICE!!!
From here you can ask a series of questions to establish what their next steps should be.
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Founder and Head Coach of 'Best Hopes Coaching and Consulting', Jane is a highly skilled, experienced and dynamic coach and occupational psychologist. She offers leadership, team and organisational development.
A Registered Psychologist and Conversational Intelligence Enhanced Practioner™, Jane combines principles from the fields of Neuroscience, Positive Psychology, Solution Focus and Emotional Intelligence to enable you and your organisation realise its potential.
Jane offers individual coaching, development coaching, executive coaching, career coaching and help yourself be happier coaching