Coaching blog

learning cycle
Now you’ve read about action learning as individualised leadership development and seen what action learning looks like in practice, let’s explore some case studies of how people have used the opportunity to step up as a leader.  Bear in mind that these have been anonymised for confidentiality as specific details cannot be shared. […]

Action Learning Case Studies

What is team coaching? “Systemic Team Coaching is a process by which a team coach works with a whole team, both when they are together and when they are apart, in order to help them both improve their collective performance and how they work together, and also how they develop […]

Team Coaching – a definition

  Creating a Coaching Culture requires the same kind of rigour as any other culture change.  That includes articulating your end-point and how you will recognise success when you see it, then pulling a multitude of levers to enable you to get from where you are today to that end goal.  […]

Creating a Coaching Culture

We’ve concluded our series about how coaching can (and should?) support the employee experience.  For those of you who wish to catch up on posts that you have missed, or if you like to have everything all in one place like I do, here is the full catalogue. The key messages […]

Coaching to Support the Employee Experience

Coaching for SMEs: focus is key As I prepare for the New Forest Business Expo, I’ve been thinking about how best to articulate the benefits of coaching to owners and members of SMEs.  In many respects, the coaching process is no different from the process for any other kind of business person; but what […]

Coaching for Small Businesses

Many people assume that face-to-face coaching must be better than virtual coaching (by telephone coaching or skype).  But a 2011 research study* featured in Consulting Psychology Journal shows that coaching at a distance is just as effective as face-to-face. Coaching by telephone is more effective than face-to-face In my experience, […]

The surprising truth about virtual coaching

Last week’s post on virtual coaching got me thinking about the similarities to walking coaching.  I live in the New Forest, in Hampshire, which is the perfect place for walking in nature – and therefore for walking coaching. What’s different about walking coaching? Walking coaching creates forward motion, physically and […]

The power of Walking Coaching

coaching-training-mentoring 1
I often have to explain that coaching is not the same as mentoring, training or counselling. I thought it might be useful to take a step back and reflect on the differences between various forms of capability development options, and their different uses.

Coaching, training or mentoring?

drama-triangle-rescuer 4
The drama triangle. Like the parent, adult, child model that we looked at on Friday, this is from the Transactional Analysis world. I use it on myself all the time, to work out where I am operating and whether there is a more useful place to be in the Winner’s […]

Drama Triangle to Winner’s Triangle

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Peer to peer coaching for Individualised Leader Development, using action learning Everyone is unique – and so are their leadership development needs.  So ‘one size fits all’ leadership development programmes often fail to hit the mark. Coaching and action learning both provide more individualised support and challenge. Participants in an […]

Developing Individuals through Action learning

Refreshing evaluation of coaching Organisations want to know that their investment in coaching has paid off.  It was very refreshing, then, when I asked the sponsor of a recent coaching programme what he thought the return on investment was to the business.  His reply…she (the coachee) had invested in her […]

Evaluation of Coaching

Today’s post is by my very perceptive colleague William Buist.  Our conversations occur in many interesting place, that enable us to do our best thinking together. William writes: I’ve run Mastermind groups for many years and they are enormously powerful gatherings that lead people to both expose elements of their business, and themselves, […]

The importance of place

magic in the middle
I’m being facetious of course, talking about magic in the middle of coaching.  But if you can create a shift in the room, that does feels pretty special. To create that shift, we don’t tell people what to do.  That’s more likely to create push-back, even if it’s not immediate.  […]

The magic in the middle of coaching

Most of the value in a coaching conversation comes from what happens after we have left it. So great endings are critical to make sure that value actually materialises. In my work at 3d Coaching, we use CALF* to remind managers as coaches how to wrap up well. What has […]

When coaching, endings are critical

start with the end in mind
Stephen Covey reminds us to start with the end in mind.  Any great coaching session will do just that, starting with the end in mind.  In my work with 3d Coaching, we use a wonderful model to contract well, called STOKeRS*.  Whether you are a professional coach or a manager as […]

When coaching, start with the end in mind

Are you an HR, L&D, OD consultant or interim?  Do you ever feel the need to talk through an issue with someone you can trust, who has worked in your world, but who isn’t in your world?  Perhaps you’ve come across something that is more challenging than normal, but you can’t tell […]

Supervision for HR/L&D/OD consultants and interims

social movement
Can you create a coaching culture from the middle of an organisation?  That was the question posed to me a few weeks ago by a Senior Manager in a University, who didn’t have the authority to do so, according to her role description, but absolutely had the passion.  I suspect […]

Creating a coaching culture using Social Movement Theory

If you are a coach and my article in Coaching at Work about staying sharp and staying safe through coaching supervision prompted you to invest in coaching supervision, then I have a book recommendation for you, to help you to a) choose your coaching supervisor and b) get the most […]

A new year’s resolution for coaches – supervision

power dynamic in coaching
I’m sometimes asked what assessments I am qualified to use as a coach.  My answer is that I rarely use assessments in a coaching relationship.  Not that I don’t think they are useful.  They can be a great window into self-awareness, when debriefed well.  But if I were to start […]

Assessments change the power dynamic in coaching