Coaching is an effective way to provide support and create accountability for leaders. We emphasize that “A happy leader is a better leader”
At the heart of coaching is a belief that along with our problems and challenges are our own solutions, already inside of us.
What we don’t always have is perspective. The perspective that enables us to make distinctions between our authentic, inner voice and the messages that our inner security system sends out in order to keep us safe.
Coaching brings perspective by way of reflection. When we are able to hear our inner workings reflected back to us, our perspective broadens. The way we know it’s working is that the person being coached see’s they have more choices available to them than they could see earlier.
Coaching is a familiar relationship. Almost all of us have had moments of coaching since we were kids. A parent, other adults, teachers, being on teams, having bosses…
As we take on more and more responsibility, we don’t always offset the added stress with this special kind of reflection, coaching is a way to balance the stress of responsibility with healthy reflection.
Growing Edge coaching supports personal mastery. Personal Mastery is the ability to show up as your most grateful, peaceful, compassionate, and happy self in any situation, anytime.
Growing Edge coaches are on the same path of personal mastery, coaching with us is really just an invitation to join us on the path of personal growth and development and maybe someday, mastery.
Individual coaching used to be for executives only. We make individual coaching accessible to all levels of managers. Individual coaching allows for a deeper level of reflection, dedicated time and attention to an individual.
Deliberately Developing Crews (DDC’s) are for teams. DDC’s are for organizations ready to accelerate team development and work towards a self sustaining, self developing team model. DDC’s are more economical and the development moves at a team pace which is generally slower than individual coaching. DDC’s result in a team taking responsibility for their own development.
Facilitation is the act of holding the container of a conversation so the participants can focus on the content. When something different needs to happen, and we either don’t know what to do, or don’t agree on what to do, facilitation is called for. Things like assessments, partnering conversations, visioning, creative planning, conflict resolution… fall into facilitation.
Coaching is a leadership methodology. The ability to coach is the ability to draw out in others, what they themselves did not see or think possible. We find that the biggest barrier to coaching is the impulse to problem solve for the person being coached. Our Coach to Coach program provides specific methodology, tools and insight into how to bring out the best in people.
coach to coach
What qualities do you look for in a person to determine if they are coachable?
Successful performance is measured in small increments of time--today, this week, this month, this year--and requires the ability to set and meet agreed-upon technical goals.
Development is about enhancing your ability to adapt and grow in changing conditions. Development is measured over longer increments of time.
They are open to exploring beyond the surface.
Problem solving lives on the surface of our being. Good coaching includes some problem solving, but the main work is inviting others to identify their challenges, thoughts, feelings and sensations living below the surface. Not everyone is ready to go there. What will make them ready are two conditions; first, they must feel safe with the coach which means they feel accepted as a whole person. Second is pain. Just because you see how someone else is making their life more difficult, does not mean they are ready to.
They have a passionate desire to pursue and fulfill their professional goals.
Desire is a good motivator, in any coaching relationship, the coach should be clear what the coachee wants.
They are willing to risk being vulnerable.
This kind of courage is not always visible. We have found that our own vulnerability as the coach is what will set the stage for the coachee to risk being vulnerable. If you find that the person you are coaching stays away from inner self disclosure, you as the coach can show them your inner self as a way to invite vulnerability.