Best Practice in Performance Coaching: A Handbook for by Carol Wilson

By Carol Wilson

Performance training is helping participants and businesses in achieving their greatest strength, take on demanding situations, and succeed in particular ambitions. It results in own improvement and is helping to create a work/life balance.
 
Best perform in functionality Coaching is either an creation for someone contemplating changing into or hiring a trainer -- deepest or company -- and a reference consultant for skilled coaches. a realistic consultant to the ''what'' and ''how'' of functionality training, it covers all themes from the non-public and government perspective and explains the constitution of a training courting. there's broad assistance on training strategies, types, and instruments in addition to suggestion on the right way to educate as a trainer, how you can run a training perform and the way to constitution training periods. whole with worksheets, routines, reviews, and overseas case reports, this can be a thorough consultant to functionality coaching.

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Extra info for Best Practice in Performance Coaching: A Handbook for Leaders, Coaches, HR Professionals and Organizations

Sample text

Coaching is about improving performance The focus of coaching is to enhance performance. Although this may be the result with therapy and counselling, it is not a driver. Mentoring is usually aimed at improving performance; however, coaching sometimes deals with psychological issues in order to achieve this, whereas mentoring is about imparting facts and experience. Coaching is about facilitating self-directed learning Mentoring, while having similarities to coaching, is fundamentally different.

However inappropriate, it is likely to arise from generosity and a desire to help rather than malice. Whether positive or negative, we may think it is one of the following: ■ undeserved; ■ of no use to us; ■ of great value to us. COACHING TECHNIQUES 29 In all cases, the best response is a simple ‘thank you’. Giving feedback on feedback to justify one’s own position can make both parties feel uncomfortable. It is of course acceptable to ask for more detail if you feel it will be useful to you. Feedback is most effective when it is: Specific These statements are too vague to mean much to the recipient: That was great.

In my own case, the result was that my division – Virgin Music Publishers – became one of the top three music publishing companies in the United Kingdom within five years, followed by my own successful record company which I launched in partnership with Virgin. There is no need to rush the process of building such a culture, because the beauty of coaching is that it can start from small beginnings, with just one person, and spread like a happy virus. It spreads simply because coaching feels WHAT IS COACHING?

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