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I am sure you have heard the saying “the shoemaker’s son has no shoes”. That is because shoemakers dedicate their time to repair their customer’s shoes and neglect their own children’s. I have the feeling that the same saying can be applied to the coaching industry: we spend so much time providing clarity to our clients that we forget to clarify what we do. This situation can lead to misunderstandings about what coaching stands for.
A Definition of Coaching
The best definition of coaching I know comes from Timothy W. Gallwey, the author of The Inner Game: “Coaching is unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them.”
Coaching, regardless of the specialty, focuses on the individuals. It assumes that people already have the answers in them, but sometimes need external help to dig them out. Coaches recognize that the internal obstacles are stronger than the external ones, facilitate the removal of such internal obstacles, and provide guidance to implement remedial actions.
3 Skills Great Coaches Must Hone
Coaching requires a set of specific skills. Below are what I consider the 3 most important ones.
The 4 Phases of Coaching
The coaching process can be divided into 4 stages:
What can you expect from being coached?
Coaches are not advisors, lecturers, teachers or consultants. They act as mirrors, sounding boards or facilitators. If you are hesitating whether you should hire a coach or not, consider the following benefits coaching can provide you with:
We are always better than what we think we are. Coaches help find the way.
PS: Ready to try coaching and see the results by yourself? Then book a free Coaching Discovery Session with me.
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Joakim Achrén is the founder of Elite Game Developers. His passion is to help people build successful games companies. He has been a game's entrepreneur for 15 years, previously founded Next Games, Ironstar Helsinki, and he was an early employee at Supercell.
In his podcast, we discussed tactical and philosophical topics, everything that goes into leadership, company culture, values and taking care of oneself. We also explored why we both believe that CEOs, taking the game industry as an example, should all hire a Business Coach.
Questions that we cover in this episode:
Listen to the podcast now.
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In a recent training course I was delivering, I remembered this participant writing an email to her boss while her colleagues were brainstorming in a group exercise. I requested her to inform her manager she was in a training. She replied: "My boss knows, this is urgent". What's the point of investing in a training course for your staff and expecting them to be reactive on their emails while they are supposed to be off learning? Internal communication was one of the issues on the training agenda. l let you appreciate the irony of the situation.
I have often heard people complaining that they spend too much time with emailing, or being frustrated because recipients were expecting them to reply faster. How efficient can they be?
I do not think that you assess your people's performance based on the number of emails they read and write every day. Emails should improve communication, but they often create the exact opposite.
You need to implement a process to properly managed emails within your business so that they remain an efficient communication tool.
Here are some good practices you can apply:
No emails are urgent. Use the telephone for emergencies.
PS: Do not wait any further to take action. Book a time with me now to discuss communication efficiency for your business. It's a 100% free real human conversation.
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Let me open this up for you. Business owners need to develop, and as they do, so do their staff.
You may have heard some say: “What if we train our staff and they leave?" or “What if we don’t train them, and they stay?"
Indeed, what if your staff stay while they lack the skills to perform their job to the best of their abilities, because, since you are afraid they quit, you have decided that they should not be trained?
I have met many business owners claiming that they had stopped providing training to their staff because they were leaving the company afterward. Interestingly, I never had that issue in 18 years running businesses. Of course, I had to deal with staff resignations, not because I was offering training courses, but because, one way or another, I had ceased caring about them.
To train the staff or not to train the staff, that is not the question. The real question is: To show leadership or not to show leadership?
If you practice a sport, you easily understand that you need to put a certain amount of training in order to get better at it. The same principle applies at work. Competence is a basic human need. As a leader, you are responsible to develop your people's skills so they keep on progressing.
Here are 5 easy-to-implement suggestions to create a learning environment:
Training is not a cost, it is an investment.
PS: If you understand the importance of investing in your staff, and would like guidance, book a free coaching session with me on the calendar.