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Coaching models are the backbone of effective coaching, providing a structured framework for guiding conversations and facilitating growth. These models offer a roadmap for both coaches and clients, ensuring that sessions are focused, productive, and aligned with...
Workplace coaching is a process that equips individuals with tools, knowledge, and opportunities to enhance their effectiveness and commitment. It supports people in becoming the best version of themselves by building on their skills and talents. It also provides a...
Workplaces and individuals face a variety of options when choosing the best development tools to improve performance. From personality tests to leadership assessments, there is no shortage of tools to evaluate us.
This article intends to compare the DISC profiles assessment and the Clifton Strengths Assessment, weighing out the differences and providing a little history.
A Gallup survey of employees show just over half have a clear understanding of what’s expected of them when they show up to work every day. It sounds alarming that nearly 50% of employees are not clear about the goals they are expected to achieve at work! How is it possible to reach a destination when you don’t know where you are going?
Do you want to see double figure growth? When it comes to getting the most out of employees’ strengths and unlocking their potential, managers play an essential role. A Gallup global research on strength-based companies indicates a 10% to 19% increase in sales, a 14% to 29% increase in profit, a 26% to 72% lower turnover (in high turnover organizations) and 22% to 59% fewer safety incidents.
As a coach we know that all of our clients are unique and they have so much more potential to tap into and create a more fulfilling life. We also have the opportunity to take our coaching business to the next level by focusing on the unique way we market, connect with the prospects, close the coaching agreements and coach them through their coaching program.
There is a direct relationship between application of strengths-based coaching, engagement of individuals and their performance at the work place. Teams that have strengths-based conversations are six times more likely to be engaged. Higher engagement in team members drives team performance.
Historically, managers have given orders to those who work for them – a command-and-control style of management. The world has changed and today, employees want a manager who cares and intends to invest time in their personal and professional development.