The STEER coaching model outlines a coaching process to follow when a manager's role may require them to be both trainer and coach. The mnemonic STEER describes 6 steps in the coaching process: the S – refers to spot the training needs of staff and consider ways those needs could be met; the T – refers to tailor the training content and style to meet the needs of the individual. The E –

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 I've decided that being literal – doing something in exact accordance with the explicit meaning of a word – is unhelpful. And I am reminded of this whenever I hear busy managers say they've embraced the "open door" concept to the nth degree and find themselves without quality time to do some of their work. It's the interruptions, the pop in staff, the "it will only take a minute" merchants and the noise and distraction of office life in general,

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Have you ever thought you'd like to "do more" with your life? Or perhaps "be more" in some particular way? Or even "have more" of something or other? If you feel "stuck" and wondering if you are holding yourself back in some way, then now may be a good time to see if you have some self limiting beliefs (SLB) that are getting in your way. Find a quiet spot and ask yourself: (1) What are my self limiting beliefs?

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The Foundation of Coaching has been created to support the development of coaching as a profession and as a way of making a difference in the world, through the lives of individuals. http://www.thefoundationofcoaching.org/ is a non-profit, non-commercial, independent resource for coaching research, education, practice and communication. An off-shoot of this, the Global Convention on Coaching, http://www.coachingconvention.org/ is a year long initiative which all key stakeholders involved in coaching (consumers,

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