Coach Training School
A Coaching Model By Willis Phua
Business Coach, SINGAPORE
The House Model is based on the fact that a house frequently generates positive feelings of “home.” Succeeding afterward, instructors can use the many building blocks that make up the home to help clients explore course topics, unpack, identify available possibilities, and take the right next step. All of this can be accomplished by focusing on the mental and emotional image of a home.
A Research Paper By Willis Phua
Business Coach, SINGAPORE
First and foremost, it is critical to recognize that the CBI interviewing strategy is a fundamentally sound and acceptable method for conducting most interview sessions. It takes a structured, easy-to-understand, and easy-to-follow approach to interviews. This is true for both the interviewer and the candidate. In an interview session, this study tries to combine coaching questions with a competency-based interviewing (CBI) approach. When both of these factors are combined with a genuine desire to learn more about the prospect, the interviewer will be able to uncover people who are more than just ticking boxes on a checklist of competencies that match the job profile.
A Coaching Model By Tee Yin Yong
Business Coach, SINGAPORE
The A.G.I.L.E model’s purpose is for us to use it with our coaches as an iterative process. This needs to help our coachee see that the lessons they learn in one session can enable them to make other adjustments and gain new knowledge in other areas of life. The coachee can use their growth mindset to make progress toward their goal while improving their goals as they learn from their actions as they confront various obstacles and events throughout their lives. The A.G.I.L.E model’s purpose is to help our coachees alter their thinking from a fixed to a growth mindset of continual progress.
A Research Paper By Yin Yong Tee
Business Coach, SINGAPORE
The most likely coaching model for an Agile coach will be a mixed coaching hybrid style. This response is where the Coach must assess various scenarios in order to determine the best course of action. In the end, this fact will be based on their previous experience as well as their knowledge of the numerous positions that are required in their job. More research can be done in the future on the role of agile coaches in coaching versus other perspectives. This may then be used to help Agile coaches understand their strengths and weaknesses, as well as how to develop their coaching skills in order to help their clients and companies achieve their goals.
A Coaching Power Tool By Yin Yong Tee
Business Coach, SINGAPORE
As coaches, we may use our knowledge of the Perfection vs. Progress perspective to help our clients become more conscious of their own limitations. When dealing with individuals who are driven by a desire for perfection, we can ask them questions that will help them grasp what they want to accomplish. It enables individuals to take a step back and assess their aims by allowing them to reflect on their ambitions. We can also collaborate with the clients to figure out the many “What ifs” throughout this period.
A Research Paper By Jasmine Vincent
Executive Coach, SINGAPORE
When you work in a field where you have an advantage, you will be at the top of the game. It will feel natural, you will yearn to do more, the performance can be consistently repetitious, you will be in a flow, and you may even be wowed by how you did it. Knowing your CliftonStrengths is the beginning of your strength’s development. Hiring an ICF Certified Coach who is also a Gallup Certified Strengths Coach will help move you to your desired goals based on what is innately you and where you can maximise your performance, happiness and success.
A Coaching Model By Jasmine Vincent
Executive Coach, SINGAPORE
The G.R.E.A.T. coaching model is inspired by Sir John Whitmore’s “G.R.O.W.” model and the five elements of wellbeing. It is easy to remember and understand, systematic, and can be applied to both personal and professional capacities. It is an effective model for people who want to live their best life and have a measurable way to account for it. As an executive coach, I found this model to be particularly attractive to people driven by the possibilities of their future and are in leadership, sales, and entrepreneurial roles.
A Coaching Power Tool By Jasmine Vincent
Executive Coach, SINGAPORE
To achieve excellence, one needs to develop self-awareness of what our greater and lesser talents are and invest in our talents to become strengths. We need to know how our strengths vs. weaknesses manifest in our daily lives, and we need to self-regulate in the areas that hinder our success. By focusing on strengths and managing weaknesses, people can become more efficient, happy, and successful. It’s a way to maximize our potential and reduce the frustration of mediocre progress.
A Research Paper By Austin Tay
Executive Coach, SINGAPORE
In the context of a coach, a coach can help an individual create this balance. Psychological Flexibility in coaching the coach’s role is not to guide, lead or instruct how people are supposed to think, feel and change their behavior. Instead, the coach’s role is primarily to be the sounding board for people. The coach asks those questions to help individuals have self-awareness or self-realization to see and understand what is stopping them from moving forward. One model that is helpful for individuals to move from a state of stuckness to unstuckness is the Cognitive Triangle.
A Coaching Power Tool By Austin Tay
Executive Coach, SINGAPORE
Rigidity vs. Flexibility, – You have choices, humans are smart, and we sometimes make choices that are best for us at a given time. However, not all choices we make will provide the same results. What matters is that when we are making those choices, we need to ask ourselves one basic question – When we are in an unpleasant situation, what choices can carry us through the situation?
