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This article examines the confusion between coaching and counselling and how we can make our intentions clear to avoid statements like this. Coaching Skills: Training v Coaching Coaching and training are both concerned with raising performance and are often delivered by the same people in organisations. But when should we use coaching and when should we use traing or does it even matter? Coaching Skills Training: Mentoring versus Coaching A mentor, a coach, a what? Why this modern day obsession with rolling out coaching and mentoring programmes? Aren't they just the same thing in the end? This article considers the main similarities and differences. Coaching Skills Training: Managing and instructing and coaching This article considers the similarities and differences between coaching and other ways of dealing with matters of performance and learning at work. Coaching Skills Training: What is this thing called coaching? Coaching is being promoted across business as the only wail to prevail in the current economic turmoil. But what is coaching? No two definitions appear to be the same. Before we can exploit the benefits we need to be sure what we mean. Coaching Skills Training: A look at two managers What are managers to make of all this talk of coaching? Despite the rhetoric is there really any place for this type of approach is the real world of work? Can managers really adopt a coaching style without losing sight of other skills that have made them successful? This article starts the debate. How to raise rapport in coaching Rapport is a somewhat exotic English word derived from the French verb rapporter, meaning to bring back, to refer. The English meaning, a relation of harmony, conformity, accord or affinity, indicates the importance of rapport to communication and consequently coaching. This article examines what coaches need to know. What is the argument against introducing coaching In a previous article I set out what I believe to be the compelling reasons why organizations should implement coaching. This article examines the counter arguments which we beleivers in coaching must sometimes respond to. The four main arguments for introducing coaching This article provides a sound rationale for introducing coaching in an organisation so that those responsible for doing so can maximise their chances of securing the necessary support. Coaching Skills Training:How to decide when to coach Deciding when to instigate coaching can be tricky, especially in a work situation. This article considers the factors that need to inform your decision. Why organizations need coaching Coaching, coaching, coaching.... really good stuff, yadda, yadda. Great organizational benefits, blah, blah. This article sets out the REAL case for coaching Coaching Skills Training: There's more to coaching than questions My Coaching ARROW, the ubiquitous GROW model or any of the dozens of other acronyms out there are often thought of and referred to as coaching models but this is a mistake. This article sets out how coaches and managers can be sure their questions achieve the desired result. Coaching Skills Training - The Coaching ARROW - Deciding the Way Forward In previous articles I introduced the coaching ARROW, a questioning sequence designed to help coaches navigate a coaching session. We've so far examined setting Aims, checking Reality, Reflecting and generating Options. This article examines the final stage - Way Forward - in detail. Coaching Skills Training - The Coaching ARROW - Options The coaching questions we ask under the first three headings of the coaching ARROW help the people we coach to decide where it is they want to go, where exactly they are starting from and how big the gap is between the two points. Coaching Skills Training - The Coaching ARROW - A moment to Reflect Previous articles in this series have considered the first two parts of the Coaching ARROW; Aims and Reality. This article examines the third step; Reflection Coaching Skills Training: The ARROW Questioning Sequence: How to determine the Reality If the aims uncovered in a coaching session represent a destination; where a person is trying to get to, then it follows that we need also to think about the starting point. In other words part of our role as coach is to help people understand the reality of their situation. Coaching Skills Training: How to identify performance gaps Effective coaching managers deploy all of their attitude, skills and knowledge to work on the same aspects in the people whom they coach. This srticle considers coaching around performance gaps in each of these areas. Coaching Skills Training: How to ask coaching questions The two main skills of coaching are undoubtedly the ability to ask probing questions and the capacity for active listening. This article looks at asking questions. Coaching Skills Training: Sexuality and Coaching A coaching conversation at work can often take an unexpected turn and unveil a deeper concern. Managers are advised to become familar with the basics of psychology in order to spot signs of probelms that coaching may not reach. This article considers matters of sexuality Coaching Skills Training: Cultural differences within abnormal psychology Sometimes a perfectly innocuous coaching conversation may reveal a deeper problem. This article - from a series on coaching and abnormal psychology - considers the part that culture may have to play Coaching Skills Training: Personality Disorders and Coaching What starts as a simple, straight-forward coaching conversation around a work related problem can sometimes uncover a deeper issue. Managers who coach are advised to develop a little psychological awareness and this article consdiders the main factors in personality disorders Coaching Skills Training: Key principles There are numerous coaching models and questioning sequences out there, but they are all useless unless supported by an understanding of the principles on which they are built Coaching Skills Training: Communication & Coaching Part 3 How does coaching fit with the standard, traditional styles of management communication? Coaching Skills Training: Communication and Coaching 2 Continuing the theme of how differing communication styles can impact the effect we have on our teams and how coaching fits Coaching Skills Training: Communication and Coaching Part 1 Coaching at work is surrounded by mystery and is leaving managers baffled by what they need to do. This article simplifies coaching by starting to examnine its place within an overall approach to communication. Coaching and personaliity disorders Managers who coach need at least some knowledge of the psychology on which many coaching approaches are based. This article considers the contribution psychology has made to the area of personality disorder. An extreme condition but one not unknown to have been uncovered by coaching. Coaching and alcoholism What starts as a coaching conversation regarding a simple works based issue may uncover a deeper concern. Managers who coach are advised to develop an awareness of the main causes and types of abnormal psychology. This article considers alcoholism and drug addiction. Can I be a manager and a coach? How difficult is it to be a manager and a coach to the same group of people? Can a manager be a coach at all or is it best to hire in an external provider? The article examines the issues. Can you spot a coaching myth? It is widely agreed that coaching is a much-misunderstood concept and it is perhaps not surprising that many myths have sprung up around the subject. Can you see any truth in the following for example? A philosophy for coaching Coaching draws on so may fields and approaches that it can be difficult to find a starting point. How can coaches in organisations adopt a simple stance that will enable them to choose from the bewildering array of models and theories? This article sets out a point from which our journey through coaching can begin. An introduction to coaching Can there have ever been a more misunderstood term in organisations than coaching? It gets confused with sports coaching, gets used to describe all manner of management behaviour and for every manager who has received some coaching skills training there are twenty more claiming they are 'naturals'. This article seeks to establish the basics. How does coaching compare? I've lost count of the numbers of times I have been asked to clarify the similarities and differences between coaching and things like mentoring and counseling. This article is intended to establish some daylight between them all so that we can be assured that we're giving people the help they need. Phobias: What coaches should know What if a coaching session takes a turn towards unfamilar territory? What if we start coaching around a business issue and end up discussing personal issues? This article takes a look at a common form of abnormal psychology - phobias, so that managers who coach can spot any early warning signs. Coaching and eating disorders Coaching may uncover deeper issues than are suggested by the initial reason for the coaching session. Whilst I would not advocate amateur psychotherapy, managers who coach would do well to familiarise themselves with some common conditions.This article focuses on eating disorders Speed Coaching Does coaching have to be a long, drawn out affair or can it be done at the speed necessary for the modern business environment? Coaching for presentation skills Coaching on pressentation skills is one of the most popular and effective uses of coaching at work, but is it really possible that we can help people conquer their nerves? Money does not always motivate Why is it so diificult to get people motivated? Why is it so difficult to keep them motivated once they are? Perhaps this old man has the answer in the way he uses motivational tools. How to link coaching sessions How can you avoid the 'stop/start' nature of coaching sessions? How can we make sure that one coaching session flows naturally into the next one? Coaching to improve focus We all know that coaches ask thoughtful questions, but how can we formulate such questions ourselves and bring about the right effect. How can we make sure our questions and instructions are helping our people move forward and not just getting in the way? Can diffiicult employees be coached? What if it turned out that there were no 'difficult people', just difficult circumstances that need handling differently? How to coach your boss Mostly we think about using coaching as a means of developing the staff within our teams, but how can we use coaching to manage the behaviour of our boss? Understanding how the coachee feels For coaching to really take root we need always to understand exactly how the coachee might be feeling. This article shows you how. The Johari Window How the Johari Window model can be used to build the trust so essential to an effective coaching relationship Now any manager can coach We all know that as managers these days we're required to be effective coaches for our people, but where do we start. How can we learn the required skills. What if our beliefs and assumptions about people are getting in the way of all the models and techniques?	Publish for Free Sign Up For Free Learn More Authors and Writers Submit Articles Submission Guidelines Link to Us Member Login Publishers Article RSS Feeds Link to Us Contact Us Article Aids U Publish Store Article Directories Word Count Utility Search U Publish by: Keyword

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