Archive for the ‘Business Success’ Category

How can Professional Life Coaching help You?

I am often asked the above question, “How can Coaching help You”

Well, Coaching allows you to set realistic goals / objectives that you want to really achieve in life.

How much time, effort or money would you be prepared to commit to, to change your life for the better?

Before you answer the last question, you need to understand the benefits you will get by achieving a goal / objective.

The easy way to imagine / visualise the benefits you will gain, lets draw a circle and call it the Wheel of Life and divide the circle into eight segments / areas or as many segments / areas as you want.

Next name each and every segment of the Wheel of Life with an aspect of your life, i.e:-

1) Health, 2) Wealth, 3)Work, 4) Social Life, 5) Interests / Hobbies, 6) Personal Development, 7) Friends, 8) Family Life.

Now I want you to rate each segment / area of your life with a number between one and ten, one being the lowest score (Least Happiest) and ten being the highest score (Happiest).

Once you have done this exercise, you will now have a visual chart that clearly shows how you rate various areas of your life.

If you score eight or above, it shows you that you are pretty happy with those areas of your life.

Next you need to look at the scores under eight and put them in order of priority, i.e which areas you need to change first that will make the biggest impact on changing your life for the better?

So lets give you an example, lets say I am overweight, what would be the benefits of reducing my weight?

Answer – Feel good /healthier, Eat healthier food, Healthier life style (more active, walking, sports etc,), Save money (on food, clothes etc.) etc.etc.etc.

Now by doing the above, what impact would being healthier have on the rest of your segments / areas of your life.?

When you are selecting which segment / area of your life to work on first, take a moment to reflect on which area would have the best impact that will benefit you and your life most.?

Once you have completed a segment / area of your life and are benefiting from it. You can then move on to the next segment / area which needs improving and so on until you have achieve the scores on all of your segments / areas of your life.

It is not rocket science, but by having a Life Coach who will work with you helping you to set realistic goals / objectives along the way. Plus they will be able to assist you overcome any barriers / obstacles which may get in your way.

Remember without a Life Coach, you may achieve certain improvements on your own, but how many times have you tried and not been successful to date?

With a Professional Life Coach, you will be able to achieve success in every segment or area of your life.

So how valuable is it to be able to completely change your life for the better and all you need is a Professional Life Coach.

I hope this article goes a long way to demonstrate, “How can Professional Life Coaching help You”?

 

 

 

Diagnose What is Stopping You ?

What is a diagnosis ?

It is a process to identify what is stopping someone from achieving something that they want to do, but are struggling to do so.

If you follow the process listed below, you can start to work out what obsticales / barriers are getting in the way of someone achieving their goals etc.

Hou to Carry out your Diagnosis

 1.       Gain a general sense of the issues

 Asking open questions and actively listening in order to get the coachee to open up about the current situation.

 Example questions –

  •  What is it you’re trying to achieve?
  • What is your goal?
  • What is the ultimate intention of achieving that goal?
  • How long have you had this goal?
  • How important is this goal to you?
  • What have you tried previously?
  • What was the result of this?
  • Tell me about a time when you achieved something that you thought you couldn’t.
  • What did you do that made you successful in this?

 2          Home in on particular incidents

Link and build your questions based on the responses given in order to get more information and find the root cause

 Example questions :-

  • Tell me more about…….
  • Give me an example of that.
  • What happened when……?
  • What was the outcome?
  • Tell me about times when you have been successful in this area, what was happening?
  • What do you see as being the implications of…..?

 3          Identify what’s stopping a better performance

Example questions :-

  • What stops you from…..?
  • What would need to happen for you to be able to……?
  • When you tried that in the past, what was missing?
  • What else would you need in order to succeed?
  • Pose the Suppose – Ifx was not an issue, would there be anything else stopping you?

Choose the right type of question to help the coachee to identify what barriers they are facing and what is stopping them from getting what they want

 4          Work out and agree if/how coaching can help them

  • I will get you to agree some action plans, are you happy to carry these out?

Check for their commitment to coaching and explain the guidelines of how the coaching relationship will work.

 Once you have done your diagnosis, if you determine it’s –

 Knowledge

 Discuss how they can obtain this knowledge

Aptitude

This means the coachee is not really cut out for the role

You can’t put in what god left out!!

 Attitude or Skills

 This is where you coach, you can now go on to use the GROW model and this will help you get the best results from your coaching session.

 From what you have learned today and from past experience, write down:

 1.    Your main strength’s when doing your diagnosis?

2.    The one area you still need to develop?

3. How you will address this development area?

 

 

 

 

 

 

 

 

“G R O W”

The GROW Coaching Model

The G is for – Goal Setting, which has  6 stages :-

1) Previous actions

2) Agree goal or goals required

3) Evidence Procedure- what does it Look Like, Sound Like or Feel Like. (Imagine what its like)

4) Maintaining positive bye products (keep doing what you are already do well)

5) Checking the ecology (is the goal worthwhile) i.e. worth the effort etc to achieve?

6) Checking / understanding (commitment to goal)

The R is Reality Check :-

1) Current situation

2) Is the goal stretching (developing) enough ?

2) Is the gap between actual performance / desired performance challenging enough?

3) Check whether person has been coached this way before ?

O is for Options :-

1) Explore different options available ?

2) What are the Pros & Cons of each option?

3) Facilitate choice (Do not direct)

4) Check commitment (using encouragement via internal / external fliter)

5) Run options session (using options / procedures fliter)

W is for What next :-

1) Recap / whats been achieved

2) Agree action points (SMART)

3) Agree next session & goal

Thank coachee for effort & showing your belief in their ability to succeed

NLP – How to Achieve Life’s Goals!

What are you seeking out of life?

If your young it is how to live the life of fun, enjoyment, fulfilment, excitement, travel, music, dating, cars, fashion, image etc. all of these cost money and need commitment. So you want to earn good money to enable you to use the money to do the things you want out of life! But if you don’t plan, don’t set goals to aid you getting your dreams and desires to become a reality, what then?

If you are now ready to settle down, then you have different needs and requirements, you may be looking for a partner to settle down, you may also be looking to develop your career to enable you to buy or rent your first property together. You may have a five or ten year plan to get married, buy / rent a home, have a family, buy a car etc.etc. This also requires careful planning and effective setting of goals if you are ever going to be able to achieve these without being in debt that is possibly causing you problems etc.

Lets say you are now been married, have a home, have children, all the usual family commitments, mortgage, loans, holidays abroad, children’s education, keeping up with the Jones’s etc.etc. Have you planned effective goals to enable you to enjoy your life? Are you on course to achieve what else you may require in life?

I could go on and on about different age groups and different circumstances we all face in life as we progress in life, the one thing we don’t know in life is what is going to happen to us next. But we can certainly take control and head in the direction we want to go and have as much influence as we are able to.

As the old saying goes you only have one life, so lets make the most of it!

If you link goal setting and start to think you want out of life then you are on your way and all you then need is to focus on those goals until you have achieved them and then set new goals to keep you moving in the direction you want.
I have started by adding some data from NLP that I think you will find interesting and ended with how you can use these methods.

NLP techniques help particularly by making it possible for people to………

Set clear goals and define realistic strategies
Coach new and existing staff to help them gain greater satisfaction from their contribution
Understand and reduce stress and conflict
Improve new customer relationship-building and sales performance
Enhance the skills of customer care staff and reduce customer loss
Improve people’s effectiveness, productivity and thereby profitability

Read the rest of this entry »

The Best Motivation Video

Life Coaches Do Have A Sense Of Humour

I thought that for today’s post I would lighten the mood a bit with some humour. Us life coaches do have a sense of humour you know, and contrary to belief we’re also human too!
For those of you that know me, you will realise that although the stuff below is funny, there is a serious message within it too.
Is The Glass Half Full Or Half Empty?
The optimist says the glass is half full.
The pessimist says the glass is half empty.
The project manager/engineer says the glass is twice as big as it needs to be.
The realist says the glass contains half the required amount of liquid for it to overflow.
And the cynic… wonders who drank the other half.
The school teacher says it’s not about whether the glass is half empty or half full, it’s whether there is something in the glass at all.
Anyway… Attitude is not about whether the glass is half full or half empty, it’s about who is paying for the next round.
The professional trainer does not care if the glass is half full or half empty, he just knows that starting the discussion will give him ten minutes to figure out why his powerpoint presentation is not working!
The ground-down mother of a persistently demanding five-year-old says sweetheart it’s whatever you want it to be, just please let mummy have five minutes peace and quiet.
The consultant says let’s examine the question, prepare a strategy for an answer, and all for a daily rate of…
The inquisitive troublemaker wants to know what’s in the glass anyhow… and wants the rest of it.
The homebuilder sees the dirty glass, washes and dries it, then puts it away in a custom oak and etched glass cabinet that he built himself using only hand tools.
The worrier frets that the remaining half will evaporate by next morning.
The fanatic thinks the glass is completely full, even though it isn’t.
The entrepreneur sees the glass as undervalued by half its potential.
The computer specialist says that next year the glass capacity will double, be half the price, but cost you 50% more for me to give you the answer.
So, which category do you fall in to?

What is the purpose of Feedback?

Ever experienced feedback?

What was it like and how did you feel afterwards?

My experiences of feedback over the years is based on, I only seemed to get feedback when I had done something wrong!

Yet when I exceeded expectations, nothing was forthcoming, apart from the odd well done, but that is what we pay you for away.?

There is no such thing as failure, only feedback and renewed opportunities?

Feedback is about helping you to know and be aware of what you are doing well and identify any areas you may need to work on. And this should be from direct observation and feedback asap, whilst it is still fresh in the persons mind. There is no point in giving feedback more than 24 hours old, as the person in question would have generalised, distorted or deleted most of the information.

So the key is to give feedback asap after the event took place, this way you will gain maximum benefits for everyone involved.

Also the feedback must be given by the person who actually witnessed the event and not by a third party, the reason is obvious because if a person does challenge any aspect of the feedback, a third party can’t oppose or confirm, because they never actually witnessed the original event.

When you give feedback to anyone, it must based on pure facts, actually what you witnessed, that went on at the time.

It must be objective and not subjective, and the difference between the two is fact versus personal views (avoid what you already know about the person) base the feedback purely on what you have seen and witnessed yourself.

You need to make your feedback as specific as possible to enable the individual to know what they actually need to work on. Also what worked well and what didn’t work so well?

Specifics – mean to give an example of what someone said or did, i.e. it may be a question someone used, tell them what the question was that they used, to allow them to formulate this into future similar situations.

The key to feedback is to not over whelm a person with to many development areas, a because you will demotivate them and secondly we can only work on two / three development areas at any one time.

You need to reload the good points to make sure the person is aware and can continue doing them and turn them into normal habits.

Finally you need to identify the areas that require any improvement or development from this feedback session. The key is to enable a person to achieve success in bite size pieces. If there are more the two / three development areas to consider, choose the most important to deal with first, because the other areas will still be there and once the key areas have been dealt with you can then work on the other areas at a later date.

Feedback is all about development and if delivered in the correct manor, will enhance the performance and development of a person and increase their motivation at the same time.

We should all seek feedback on a regular basis, otherwise we will pick up bad habits without even knowing we have! If you don’t have feedback you will not know and this can hinder your own development.

The simple way to remember this process is via an acronym known as B.O.O.S.T.

1. Balanced  -  (ratio in favour of positive & limit development areas to 2/3),

2. Observed  - You have actually witnessed,

3. Objective  - Facts that you have actually witnessed,

4. Specific  - Provide details and examples,

5. Timely – Give feedback asap after the event took place.

Feedback should be an enjoyable experience that people want and actually seek. Because it helps to develop and motivate them as well.

 

NLP Eye Patterns Four Business Executives

Another video which demonstrates  how powerful NLP is and how I use it to benefit my clients,

Let me know your thoughts and feelings.

Funny Video of NLP & Executive Businesses

Came across this video, thought you might enjoy it.

Funny Video of NLP ee

Useful Diagnostic Questions!

Whether you are an Executive in Business, Senior Manager, Front Line Manager, Small Business Owner, you will have staff working for you and sometimes are at a loss to know why someone is not performing as you expect them to or know that they can.

These questions will help you to understand your staff better and find out what actually motivates them performance wise, once you know this you can then help them to achieve the goals they want out of working for you. The added benefit is you will really understand and know what makes an individual tick, plus you will know what also motivates them, which is good for both parties.

Start General and get more specific to get them talking openly about their performance.

  • What is it you’re trying to achieve?
  • What is your goal?
  • What is the ultimate intention of achieving that goal?
  • How long have you had this goal?
  • How important is this goal to you?
  • What have you tried previously?
  • What was the result of this?
  • Tell me about a time when you achieved something that you thought you couldn’t.
  • What did you do that made you successful in this?
  1. Home in on particular incidents.

Target potential areas for improvement.

  • Tell me more about…….
  • Give me an example of that.
  • What happened when……?
  • What was the outcome?
  • Tell me about times when you have been successful in this area, what was happening?
  • What do you see as being the implications of…..?
  1. Identify what is stopping the coachee from performing better.

Get them to talk about barriers and hence possible solutions.

  • What stops you from…..?
  • What would need to happen for you to be able to……?
  • When you tried that in the past, what was missing?
  • What else would you need in order to succeed?
  • Pose the Suppose – If x was not an issue, would there be anything else stopping you?
  1. Work out and agree what the appropriate intervention will be based on the diagnosis result.

Gain commitment to coaching if this is the appropriate intervention. Get the coachee to carry out an action before the first coaching session to test this commitment.

  • I am prepared to make this commitment to you, are you prepared to make that same commitment to achieving your goal through coaching?
  • I will get you to agree some action plans, are you happy to carry these out?

So all Executives, Managers, Business Owners, if you use the above process and questions you will have staff that want to work for you and also buy into your own goals and objectives at the same time. It is a win win situation for both parties.

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