Coach Training School
A Research Paper By RaShonna Amos
Life Coach, UNITED STATES
When I thought about my approach for my final paper, I didn’t initially think about doing an interview but after speaking to several people and learning about their history, it has kept me intrigued and thankful to learn from both new and seasoned coaches. The remainder of this paper is a transcript of my interview with Juli and a summary of key takeaways from her personal coaching journey.
How the LEGACY Model Supports Leaders in Creating a Personal Brand
The LEGACY (Learn, Emotion, Goal, Action, Considerations, Yes I’m committed) model supports leaders in creating their personal brand as a leader by helping them determine the impact they want to create in their professional and personal lives and connecting them to the meaning and purpose that matters to them now and in the future. It provides a framework for their continued development and growth. This article by Elizabeth Weesner from the U.S. shows how this empowering process gives the coach a common language to guide a client’s journey.
How Emotional Intelligence Works in Leadership
Many organizations acknowledge emotional intelligence as a top predictor of leadership success and are making investments in EI coaching and training; However, the efficacy is yet to be proven to stakeholders to become standard practice in Human Resource Development. Organizations should exercise care when selecting the measures they use to develop EI training and coaching interventions until an agreed-upon standardization of emotional intelligence is determined. This article by Elizabeth Weesner from the U.S. shows how emotional intelligence works in leadership.
Control vs. Flow: How to Support Clients to Shift Their Perspective to Behavior That Supports Their Goal
Using a power tool with a client is supportive in that it can introduce alternative behavior for triggers that get in the way of the client’s goals. Flow is a state that has many benefits associated with it, and to achieve this state; requires trust. The client must trust themselves as well as those around them to relinquish control. This is why coaching is very supportive when there is something a client wants to change. This article by Elizabeth Weesner from the U.S. shows the benefit of having a clear focus of changing from controlling to flow (control vs. flow) gives us a common language around why is getting in the way of flow and what is underneath the need to control.
A Research Paper By Anina Knecht
Life Coach, SWITZERLAND
This paper neurophysiological perspective could show that the coaching approach can also be explained based on a simplified neurophysiological view and illustrates on a high-level basis what happens in the brain when we want to shift a perspective or achieve long-term changes in our behavior.
How Perspective vs. Heaviness Is Applied to Coaching
Knowing our perspectives allows us to have a greater awareness of how our perspectives determine the way that we see things. Perspectives are not right or wrong. The important question is whether a perspective works for us or not. Any perspective that supports us to grow and overcome the challenges of our lives is good. This article by Anina Knecht from Switzerland shows how a coach, as an objective observer, is in a unique position to empower clients to identify negative perspectives, reframing situations for themselves creatively to come to new perspectives and possibilities.
A Coaching Model By Anina Knecht
Life Coach, SWITZERLAND
The Growth Coaching Model has been tested in practice and has worked for me both as a structure to coach, as well as for being a client. It can be used either within each coaching session or a series of coaching sessions that work towards a specific goal.
A Research Paper By Océane Staib Evin
Executive Coach, IRELAND
I strongly believe Executive Coaches should also support clients in identifying these natural barriers to building stronger “Togetherness” (The Power Of Togetherness) beyond their teams and even their organization. This notion of “Togetherness” should in fact have no limit as more people feel fairness, empathy, and trust.
A Coaching Model By Océane Staib Evin
Executive Coach, IRELAND
A coaching model which supports people, leaders, and organizations increases their ability to adapt. A model which focuses on supporting the development of Adaptative Leadership and Adaptative Mindset.
A Coaching Power Tool By Océane Staib Evin
Executive Coach, IRELAND
Whilst starting my coaching journey, I strongly believed that each of us held full responsibility in deciding at every step to “be alone or part of a bigger group, tribe”, “act alone or ask for help”, approach every step of life, and work alone or not (alone vs. together). I was under the assumption that such a decision could easily be made.
