How to Become a Coach (You Coach Now! Book 1)

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Yes: The firm must have a true desire to retain and develop the coached executive.

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No: Do not engage a coach if the real agenda is to push the executive out or to fix a systemic issue beyond the control of the coached individual. All but eight of the respondents said that over time their focus shifts from what they were originally hired to do. If the assignment is set up properly, the issues are usually very clear before the assignment gets started. We asked the coaches what companies should look for when hiring a coach.

As the business environment becomes more complex, they will increasingly turn to coaches for help in understanding how to act. These coaches will be retired CEOs or other experts from universities, think tanks, and government. Clearly, this is not a description of what most coaches do today, as the survey results demonstrate. What we think of as coaching is generally a service to middle managers provided by entrepreneurs with a background in consulting, psychology, or human resources.

This kind of coaching became popular over the past five years because companies faced a shortage of talent and were concerned about turnover among key employees. Firms wanted to signal their commitment to developing their high-potential executives, so they hired coaches. At the same time, businesspeople needed to develop not just quantitative capabilities but also people-oriented skills, and many coaches are helpful for that.

As coaching has become more common, any stigma attached to receiving it at the individual level has disappeared. Now, it is often considered a badge of honor.

The coaching industry will remain fragmented until a few partnerships build a brand, collect stellar people, weed out those who are not so good, and create a reputation for outstanding work. Some coaching groups are evolving in this direction, but most are still boutique firms specializing in, for example, administering and interpreting degree evaluations. The industry badly needs a leader who can define the profession, the way Marvin Bower did for management consulting. My sense is that the positive stories outnumber the negative ones—but as the industry matures, coaching firms will need to be able to demonstrate how they bring about change, as well as offer a clear methodology for measuring results.

Despite the recession, I agree with most survey respondents that the demand for coaching will not contract in the long term. The big developing economies—Brazil, China, India, and Russia—are going to have a tremendous appetite for it because management there is very youthful. University graduates are coming into jobs at 23 years old and finding that their bosses are all of 25, with the experience to match.

Forty years ago, no one talked about executive coaching. Almost half the coaches surveyed in this study reported that they are hired primarily to work with executives on the positive side of coaching—developing high-potential talent and facilitating a transition in or up. Relatively few coaches said that organizations most often hire them to address a derailing behavior. The research also revealed an important insight about what companies ask coaches to do and what they actually end up doing. It also underscores the fact that for most executives, work and life issues cannot be kept entirely separate.

This is particularly true of senior executives who spend grueling hours on the job and are often on the road and away from home. Many of them feel some strain on their personal lives. The problem is when organizations ask for one thing and get something else. Often companies have no idea what the coaches are really doing.

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  • One reason seems to be that coaches can be very lax in evaluating the impact of their work and communicating results to executives and stakeholders. Even this may represent a somewhat optimistic picture, given that this data comes from the coaches themselves. Fewer than one-fourth of the respondents said they provide any kind of quantitative data on business outcomes of the coaching. Coaching is a time-intensive and expensive engagement, and organizations that hire coaches should insist on getting regular and formal progress reviews, even if they are only qualitative.

    David B. Peterson david. All coaches recognize that they should be making you more competent and self-reliant. They have conversations with the coach that they ought to be having with other executives in the C-suite or with their teams. People who cannot feel pain cannot do that and a common problem for them is something as benign as biting their tongue leading to abscesses forming an infection setting in.

    8 things I wish I never did as a coach (and what I should have done instead)

    Barker will tell you why being confident is a bonus, and also why it can be a curse. Why helping others will help you become more successful, and why helping others may prevent you from being successful. And why grit is so important, except when you should quit that is. Oh, and he also takes a look at my favorite topic, core values and explains why pirates really were a very cool bunch.

    As such you need to get all aspects of your life right i. They talk about the need for proper nutrition, exercise, and disengagement from work that includes family and social time. In short, they take an holistic approach they know works with world-class athletes and the reason it will be helpful to everybody. Quite simply an amazing book for anybody who wants the science and research rather than the woo-woo behind why meditation is so incredibly effective at lowering stress, improving happiness and contentment and improving both physical and mental health.

    Oh, and in case you were wondering, you do not need to don a saffron robe, shave your head or even have any interest in Buddhism whatsoever to benefit from this book. Firstly, it was Covey who set the myth rolling that it takes days to form a habit. A myth that has been very truly debunked, not least of which in Deans book listed above. Secondly, Covey could easily have fitted the pertinent advice contained in a book half the size. It felt like he was on a publishers word count and there was a lot of repetition and padding.

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    How much better would Society be at the point in time if people really were trying to understand others before they tried to get others to understand them? The part that jumped out at me was the research that suggests there seems to be no real reason drug and alcohol abuse notwithstanding for the brain to deteriorate as it does in most people. The predominant cause of degeneration is through the lack of the right kind of stimulation, and not because of how old somebody is. She explains clearly, and in easy to understand terms, what is going on in your brain when you feel your willpower waning.

    Being optimistic that you have the power to change things however, would encourage you to look for solutions. The remarkable conclusions about the benefits of thinking optimistically are readily accepted wisdom now and include, better health, better prospects for success at work and a longer lifespan. Pretty cool, eh? I only got round to listening to the unabridged audiobook recently after having it recommended by a client. This book demonstrates why. If you want to understand more about cognitive biases, flaws in your clients thinking and your own too and why we so often jump to erroneous conclusions convinced we are right, then buy this book.

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    Cognitive biases can catch people out who research the topic, nobody is immune. Dan Pink does a great job of taking a load of research on topics as diffuse as motivation, critical thinking, and even sales and distilling it down into easy to read, highly informative and fun books. I was working with another coach recently who was getting stressed because he was following all the conventional wisdom by getting up early in the morning and powering through his day fueled by coffee and grim determination.

    He was tired all the time and really struggled to get up early in the morning, no matter what time he went to bed. The problem is that much of conventional wisdom surrounding self development is either wrong or wrong for certain people. The reality is that there is no how it is, just how it is for you. Pink explains all this in When. That why some people are more productive at different times of the day and that rather than trying to fit into some Society determined pattern, we all should look to do what is best for us.

    When my client kicked conventional wisdom to the curb and listened to his body he suddenly became productive again. I think one of the most interesting parts of the book was when he explains how we are messing with the chances of our kids success by making them go to school too early.

    Frankl escaped the gas chambers because his captors put his medical background to use. This is probably going to be required reading on the next Coach the life Coach course. We all have a tendency to delete, distort and generalize information. We have to do this to stop us from going nuts by analyzing everything to death.

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    But it also has its drawbacks when we presume we know what people mean when we often do not. And who does she mean by everybody? This is crucially important because too many people with depression think there is nothing they can do about it. Korb is a neuroscientist as well as a coach, so he can make statements like that with credibility.


    The basic tenet of the book is that there is no one cure for depression and anxiety but a number of individual things a person can do that then exceed the whole and promote mental health. This is where the title The Upward Spiral comes from. A great many people find it easy to slip into a downward spiral, but harder to start an upward spiral. Well fortunately for you, that is exactly what this book will help you do and you can then help your clients. Not only that, but he had me laughing out loud on several occasions and smiling almost throughout.

    If you want to understand the power of your unconscious mind and why you should trust it more often, Blink is your answer. One of my favorite stories was that of a Fire Chief who stormed into a burning building with his crew. The Chief thought he had ESP. However, when everything was slowed down and dissected afterward, what had really happened was his training had allowed him to pick up on several clues. A few people panned it on release saying it encourages people to be lazy with how they think and not bother to analyze stuff.

    This was one of the first audiobooks I bought on CD way before I became a coach, so to be fair I never read the book itself. I had the live version of Mr. Heppell delivering the book to an audience and it cracked me up several times. Even Brits love a Geordie accent! If you want to know why you need to take action to clear your garden of weeds and what FEAR really stands for — you may be thinking, false evidence appearing real, but I prefer the other explanation — then this will help you out.

    But we became friends because I read the book and liked it, so my bias was already present before I knew the guy. And by the way, I was that driver following an ambulance after my dad had a stroke and I was called an asshole.