Torch’s Post

Curious about how coaching might be the ticket to your continued development? Check the “why’s” in the post below ⬇️ Feel like it might be time to add professional coaching to your calendar? 📅 I’m ready to add you to mine — start by booking a free alignment call here — https://lnkd.in/gsjzE9ah #professionalcoaching #leadershipdevelopment #careercoach #lifecoach #coreenergycoaching #development #ipeccoach #professionaldevelopment #valuescoaching #thewhy #thewhys #valueadd

Reposting this insightful information on coaching

I love this! My wonderful friend and mentor, Penny Potter, PhD , describes coaching as individualized training, and it really is! Hearing my clients say something like, “wow, I had no idea this was affecting me so much,” or “I have more clarity now�� I know what I need to do next,” or, “I’ve never thought about it in that way before” brings me so much empathic joy. They learn so much from listening to themselves and thinking (and feeling) deeply. Most of us have that tangle of thoughts banging around in our heads. Coaching is a tool to help get that stuff sorted so we can access our potential. But only if we make time for it!

One of the best career decisions I made early was to find a mentor. If the mentor is in your company it is best that the mentor is not in your direct line of management. They need to be at least 1 level or 2 above you. With that said, I learned more from people I was mentoring. They often had information that senior leadership was not getting. Information that was crucial to decision making for the company. The best way to find a mentor is talking to your peers about their satisfaction with their teams and what they think the potential is for them to get promoted. Once you find out what their senior leader is doing well, use that information to explain why you want that person as your mentor. It gets them every time! Until I joined Accenture I never worked for a company where mentoring was part of the fabric. Because of that I had to sell my mentors on being my mentor. Once done, they used me to mentor members of their staff because they saw the benefits. It only needs to be 1 hour once a month. My mentors felt it was worth their time to schedule it weekly. While we seldom meet every week due to travel or other business issues it was almost always every 2 weeks. It is well worth the effort.

Do you know your LEADERSHIP LINGO? When it comes to leading, 4 common terms get used interchangeably but mean very different things. For example, a leader may say they are coaching a teammate through a problem when in fact, they are teaching, helping, or mentoring them. This may not seem like a large issue at face value but can have a substantial IMPACT on people’s subconscious. When these leaders say they are "coaching" someone but instead are mentoring, teaching, or helping, it creates a distorted, or sometimes negative relationship between the teammates’ perception of coaching and the reality of coaching. So how can leaders and organizations avoid this? Well, it starts by knowing and understanding these four key leadership skills: 1). MENTORING: giving advice based on your past experiences. 2). COACHING: empowering and guiding others to find the solution that was within them all along. 3). TEACHING: telling someone what the right answer is. 4). HELPING: completing a task for someone. Once there is a clear understanding of what these tools are, leaders are then able to properly decide and define what tactic is best for certain scenarios. Now as much as I have a bias to coaching, no one of these skills is better than the other and they all have a place in leadership. Sometimes people need to be helped through a tough task, or mentored at the beginning of a new role. What matters is that leaders understand these are different skills and know when to use them. What do you think of these four leadership skills? Which one do you find to be the most effective for you in your current stage of career development? #coaching #leadershiplessons #coachlikeleader #mentoring #leadership

Do you know your LEADERSHIP LINGO? When it comes to leading, 4 common terms get used interchangeably but mean very different things. For example, a leader may say they are coaching a teammate through a problem when in fact, they are teaching, helping, or mentoring them. This may not seem like a large issue at face value but can have a substantial IMPACT on people’s subconscious. When these leaders say they are "coaching" someone but instead are mentoring, teaching, or helping, it creates a distorted, or sometimes negative relationship between the teammates’ perception of coaching and the reality of coaching. So how can leaders and organizations avoid this? Well, it starts by knowing and understanding these four key leadership skills: 1). MENTORING: giving advice based on your past experiences. 2). COACHING: empowering and guiding others to find the solution that was within them all along. 3). TEACHING: telling someone what the right answer is. 4). HELPING: completing a task for someone. Once there is a clear understanding of what these tools are, leaders are then able to properly decide and define what tactic is best for certain scenarios. Now as much as I have a bias to coaching, no one of these skills is better than the other and they all have a place in leadership. Sometimes people need to be helped through a tough task, or mentored at the beginning of a new role. What matters is that leaders understand these are different skills and know when to use them. What do you think of these four leadership skills? Which one do you find to be the most effective for you in your current stage of career development? #coaching #leadershiplessons #coachlikeleader #mentoring #leadership

A coaching style of leadership is the wave of the future. A key element in leadership and team development is coaching. Coaches can accelerate leadership development by providing guidance and helping aspiring leaders develop their own skill sets. Unfortunately, some people must learn to accept that they need such guidance or it’s simply not available to them. If you assume you already know everything, you will miss all your chances to learn and grow. Teaching your next generation of leaders to see the value in coaching and equipping them with the tools to seek out coaches they need will empower them to reach out sooner. I find that the most gifted coaches often know the answer, but they ask the critical questions that bring about an epiphany in their team member. This way, the client can figure things out for themselves. It teaches them a new way to discover their own insights through questioning. Coaches serve by coming along for the ride. They are committed to serving by asking the right questions. By doing this, team members can hear themselves talk. The discussion may include a lot of what they already knew, but maybe they’ve never been able to express their insights verbally. So they get it out, and they start exploring. As they share their heart and mind, they begin to have ‘aha moments.’ A lot of people get involved in other people’s lives and come up with solutions for them, but then they’re responsible for the other person’s problems. Aha moments allow for true self-empowerment. The coach isn’t responsible for your problems - you are! The coach just holds you accountable for solving them. That’s the big difference between coaching and other forms of mentoring. (**This is taken from my second book: All In: How Impactful Teams Build Trust from the Inside Out**) #insideoutleadership #service #coaching #trust Holman International All In

🌟 Emotionally intelligent leaders understand the power of coaching! 🚀 This is something we are seeing more and more in our Thought Partnering coaching service. Leaders who are leading their team members to be successful are confidently and competently using coaching as one of their core leadership skills within their leadership toolbox. 🧰 This led Pheona, one of the co-founders of Sandown Business School, to think about writing the attached article. How do leaders become more aware of what it means to use coaching in their leadership? https://lnkd.in/eSfKQvNT. Why is this useful to explore? Because as Pheona believes: "Leaders Who Coach - Ultimately Coach Leaders" Here is a summary of the article: Embracing the Trend: Emotionally intelligent leaders are recognising and harnessing the profound impact of coaching. Beyond short Training Programmes: Misconceptions about coaching are prevalent, with some believing it is a skill we all have - almost innately! Band aid programmes are attended instead of building leadership muscle. 🩹 Mentoring vs. Coaching: Do you know the difference? Mentoring can limit the growth potential within teams, whereas coaching fosters team maturity. Experience of working with a coach: Did I receive pure, clean coaching? What do I need to do next - a roadmap through with the next steps. 🪜 As always, your experience and comments are welcomed below 👇🏼 Sandown Business School Richella Boggan Professional Award in Coaching for Leaders: https://lnkd.in/e7KdWrgZ Team Coaching Accreditation: https://lnkd.in/e3C6NGHM #Leadership #Coaching #EmotionalIntelligence #TeamBuilding #SuccessMindset #LeadershipDevelopment #InspireOthers #Empowerment #PositiveLeadership #CareerGrowth #LearningTogether #LeadershipSkills #SupportiveLeaders #LeadershipJourney #growthmindset #professionaldevelopment

One approach you can take to asking your employer to pay for leadership coaching is to: State the CHALLENGE ➕ Provide the SOLUTION State the CHALLENGE 💥 Name the gap in your vision & current reality 💥 Name your why & connect that why to what’s important to your manager / organization Provide the SOLUTION 💵 Name resources that you know are available 📈 Provide research / evidence to support leadership coaching that will be compelling to your manager / organization 💡 Provide specific recommendations of coaches for your manager to explore ➡ State your ask directly A sample script for a solid performer looking to level up their leadership… State The CHALLENGE | “I’ve developed the technical skills I need to excel in this role, but I have 2-3 leadership development areas that are critical for me to make progress on so that I can excel both technically and adaptively. This is important to me because I’m invested in our team’s goals and I want to be the strongest leader possible to support our collective work.” Provide The SOLUTION | “I’ve done some research, and I know we have resources set aside for professional development. Leadership coaching is an effective way for me to develop in these specific areas, and of the different kinds of professional development available, the return on investment of leadership coaching is impressive. Within 6 months, leaders who are committed to the goals they set for themselves see transformational progress towards those when paired with an effective coach. I’ve also done some research and have selected a couple of leadership coaches for you to check out; each of them are certified by the ICF, have successfully coached clients in our field, and can provide testimonials and recommendations as needed. I’d love to work with a leadership coach for the next 6 months. What do I need to do to make that a reality?” What do you think about this approach? What other sample scripts would be helpful to see? #leadershipcoaching #coaching #executivecoaching #leadership

If you are a coach looking to connect better with your soul purpose and take your coaching career to another level, check out my friend Kirk Souder’s new program.