A Shift from Diagnosis to Discovery: Rethink I Redefine Professional Coaching
4 May 2020 9pm Singapore I 6 May 2020 9am Singapore I 7 May 2020 @ 3pm Singapore
Dr Ben Koh, MCC I Ihab Badawi, MCC I Alina Menon, MCC I Sarah Devereaux, MCC I Jo Lanigan, MCC
The late John Whitmore who has been esteemed as the Father of Professional Coaching, has rightly pointed out that coaching is helping people to learn rather than to find their own solution. It is a co-creative process where people find the thinking space for reflection. In doing so, they gain a fresh, new understanding of their own experiences that enables them to be more about choice-ful about their decision.
In this webinar, the panel of speakers will help you gain an appreciation on the distinctiveness of professional coaching by unveiling some of the incomplete understanding. At the same time, they will share from their experiences:
- What are the benchmark to measure the success of a coaching engagement?
- If change is good, why is it not happening?
- Why helping client to think about their solution is not good enough?
Coaching for Performance using the ACC Conversation
4 May 2020 9pm Dubai I 6 May 2020 9pm Singapore
Nour Al Hassan, PCC & Dora Nelleman, PCC
In performance coaching, the coach engages their clients in a creative learning process to learn about themselves, their strengths, and weaknesses in order to bring the best from them, Through the process they are challenged to take decisive actions towards realizing their highest potential.
In this webinar, we will explore how gaining awareness that foster deep learning is a critical component to improve performance in a long haul. You will walk away with practical tips on how helping your clients to overcome interferences that hinder their performance and learn how to empower them to access their own reservoir of potentials.
Core Competency: Communicating Effectively I Cultivating Learning and Growth
Support client to uncover their interference, blocks, obstacles by actively listening to the client at a deeper level to evoke awareness of underlying issue.
Shifting client’s focus towards the integration and expansion of client’s learning in terms of strengths and possibilities into a useful plan towards performance goals to facilitate growth and development.
Elevating the Coach within the Leader
5 May 2020 9am Singapore I Lisa Tong, PCC and Evan Spargo, PCC
According to an article in the Harvard Business Review, “coaching is an essential tool for achieving business goals” (2015). Coaching develops the organization’s people and in turn, allows them to deliver their business goals in support of the organizational business goals. As Leaders (or Managers), the coaching tool is simply part of the toolbox that great Leaders carry. Building this tool, sharpening it, and knowing when to use it, all elevates a Leader’s ability to effectively engage their teams and stakeholders.
In this webinar, the panel of speakers will unveil key differences between wearing a “Manager” hat versus a “Coaching hat” and share some key pointers on how a Leader can build, sharpen, and elevate their coaching capabilities.
Some key questions answered will be:
What outcome does a manager hat versus a coaching hat drive to?
In what instances does it best serve to wear which hat?
How does an organization benefit from coaching leaders?
How is this applied in real businesses corporately as an offering to support the growth of leaders?
What can a Leader consider in building and sharpening this tool?
Core Competency: Trust and Intimacy I Active Listening
By fostering organizational trust, you can increase employees' productivity and energy levels, improve collaboration, and cultivate a happier, more loyal workforce. This can also be defined by the competency of “Creating Trust and Intimacy”, the ability to create a safe, supportive environment that produces ongoing mutual respect and trust.
By applying active listening as a leader, with the ability to focus completely on what the team member is saying and is not saying, to understand the meaning of what is said in the context of the team member’s desires, and to support the team member’s self-expression through a current situation in order to support the organization’s objectives. This will help the leader support their team member beyond a transactional conversation to better the team to transform in performance and business outcomes.