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Three reasons to break the planning rules

Posted on October 11, 2016 | Latest Post, Strategic Planning

strategic-planning

Textbook strategic planning models tell us that one of the first steps to undertake in beginning the process is to conduct an environmental scan. One must first understand the lay of the land – recent key events that shaped the organization, forces pushing the organization in a particular direction, what stakeholders think – before deciding … Continue Reading »


Other Recent Posts


Pillars 3 and 4: A Closer Look

October 4, 2016 | Latest Post

Pillar 3: Feedback = Appropriate Feedback Coaches understand that giving feedback and advice should be used sparingly. Coaches recognize that people are typically able to solve their own problems by simply being supported through the first two pillars of the coaching conversation; engaged listening and appreciative inquiry. If giving advice or feedback is necessary, the … Continue Reading »

Engaged Listening/Appreciative Inquiry

September 27, 2016 | Coaching for Leaders

Pillar 1:  Listen = Engaged Listening Steps to Engaged Listening: Give the other person your full attention – clear your mind and focus fully on the speaker. Listen from the other person’s perspective – What is important to them? What do they value? Use open-ended, non-judgmental questions to help clarify meaning. Pillar 2:  Inquiry = … Continue Reading »

Pillars of Coaching Conversations

September 20, 2016 | Coaching for Leaders, Latest Post

Understanding the importance of coaching, and how to flex your coaching style to meet the needs of the individuals you are coaching, sets the foundation to be a solid coach. In this blog, we share an everyday supportive coaching tool that can be used by leaders on a daily basis to help build a supportive … Continue Reading »

Coaching When the Going Gets Tough

September 13, 2016 | Coaching for Leaders

Feedback is an important part of the coaching process and is critical to the successful accomplishment of goals. Feedback should be given on an on-going basis, whether you are coaching for support or improvement. Using the ‘LIFA’ model on-going coaching is a supportive way of keeping others engaged in their work and on track, but … Continue Reading »

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