ruikangma, Author at International Coach Academy

The DARE Coaching Model

2023/12/14

A Coaching Model By John Rezaiyan
Business Executives Coach, UNITED STATES

The DARE Coaching Model is a revolutionary strategy that enables people to achieve their goals, overcome obstacles, and reach their full potential. This coaching model is based on the principles of DARE (Dream, Act, Determine and Assess), providing a strong foundation for guiding people on their personal and professional journeys and empowering them to embrace innovation, progress and success. Through the DARE coaching model, people can develop the courage to dream, the determination to act, the resilience of determination, and the wisdom of evaluation. This revolutionary approach illuminates the path to personal development, success, and fulfillment.

Comparative Analysis of Coaching and Karate

2023/12/14

A Research Paper By Hang Do
Career Coach for Young Adults, FRANCE

The purpose of this research paper is to highlight the similarities between coaching and karate, two methods of self-improvement. Through a comprehensive analysis of coaching from multiple perspectives, such as its use in the fields of art and sports, coaches can get fresh insights. Afterwards, this article will show how a sport like karate can be used as an example and perhaps even as a useful coaching tool. To help karate athletes and other athletes understand the basics of coaching and use them in self-coaching for personal development, I hope this research article will be helpful. This article hopes to establish a connection between coaches and the sports industry, cultivate positive energy, and help people find happiness and self-realization.

Intenzione vs. Indecisione

2023/12/13

A Coaching Power Tool By Cristina Ficetti
Life Coach, ITALY

Avvicinarsi al coaching significa voler ottenere un cambiamento, evolvere in una direzione spesso sconosciuta ed è normale che questo possa spaventare e creare uno stato di indecisione. L’indecisione e l’indeterminatezza in un processo di coaching possono essere sfide comuni sia per il coach che per il cliente. Questa situazione può derivare da una serie di fattori, tra cui la complessità del problema, le emozioni coinvolte o la mancanza di chiarezza nei risultati desiderati. Nella mia esperienza personale ho individuato come il passaggio all’azione e lo sbloccarsi della situazione possa avvenire nel cliente grazie all’adozione di una pratica intenzionale. Il percorso di coaching diventa così un vero e proprio accompagnamento del cliente alla definizione e realizzazione di una o più intenzioni.

The SAIL Coaching Model

2023/12/13

A Coaching Model By TM George
Executive Coach, AUSTRALIA

The SAIL coaching model stands for Situation, Awareness and Analysis, Influence and Intervention, and Lasting Change. Situation: Using the client as a guide, identify and describe the client’s existing circumstances as well as their goals. Analysis and Awareness: Work with the client to support a deeper examination of potential opportunities or circumstances that could aid in the achievement of their objectives. The goal is to determine whether “self” is the main source of contributing or limiting elements. Intervention and Influence: With the client’s help, choose the steps that he or she can do to move closer to their objective. Lasting Change: Assist the client in thinking through and investigating ways to maintain the changes that the intervention may have brought about.

The Value of Not Being an Expert

2023/12/12

A Research Paper By Margaret Schultz
Leadership Coach, UNITED STATES

As coaches, we quickly discover that the client is the subject matter expert. The ICA website compares coaching to operating a motor vehicle. The coach is in the passenger seat, while the client is operating the vehicle. We must develop the ability to influence the client’s (or driver’s) direction rather than driving in the backseat. Rather, even when we believe we know better, we are there to offer support. Put another way, we must put our driving experience to the side. Even though this event makes logic, I’ve committed to obtaining coaching training and certification. How do I become an expert coach but not be an expert as a coach?

Area of Weakness vs. Area of Improvement

2023/12/12

A Coaching Power Tool By Hang Do
Career Coach for Young Adults, FRANCE

The Area of Weakness vs. Area of Improvement power tool was inspired by two typical job interview questions: “What is your weakness?” and “What is your area for improvement?”. Candidates frequently react in the same way to these questions. However, the phrasing might affect us and change our perception of ourselves. The traditional notion of “weaknesses” as irreversible flaws may be damaging, especially for young adults and international students pursuing professional integration. People, on the other hand, can turn their weaknesses into opportunities for personal development by adopting a growth mindset and positive psychology, as well as flipping this viewpoint. I wish to help more people realize their full potential by adopting the “Area of Improvement” flipped mindset. Embracing one’s flaws as stepping stones to becoming the best version of oneself is more essential than attempting to eradicate one’s flaws.

The CARTA Dimensions Coaching Model

2023/12/11

A Coaching Model By Michal Antczak
Leadership Coach, FRANCE

I created the CARTA Dimensions coaching model with one specific goal: to provide coaching to global leaders (managers and individual contributors) in technology organizations that operate on a global scale or face challenges related to working with multicultural customers or employees. It combines coaching methodologies, Agile management, and multiculturalism research findings. The model’s two basic, complementary components are an agile engagement structuring method (CARTA) and a framework for investigating the multicultural elements of the client’s concerns (Dimensions). I will convey the existence of the various aspects at various points during the CARTA model process, depending on the client’s issues and how they understand both these and long-term goals.

Depression Anxiety and Their Relation to Coaching

2023/12/11

A Research Paper By Richard Lefort
Life Path Coach, CANADA

In order to manage both anxiety and depression, this research paper on Depression Anxiety and Their Relationship to Coaching coaches should learn about these, what they are, how they show up, and what can be done about them. Next, we’ll put this information to use in our coaching practice by using it to gain a deeper understanding of our clients and any obstacles, as well as useful tactics to help them both. This study is based on my interpretation of other people’s research because I am not a medical professional. The purpose of the following sessions is to promote more comprehensive coaching rather than just pure coaching. If in doubt, please direct people to a medical professional for advice and information beyond the scope of our training.

Control vs. Vulnerability

2023/12/07

A Coaching Power Tool By TM George
Executive Coach, AUSTRALIA

The Control vs. Vulnerability Power Tool will be useful to support our executive clients, as many executives still think that control is necessary for success. Success and power depend on one’s capacity to maintain control over their surroundings and subordinates. It was considered a sign of weakness to be open or to communicate one’s emotions. During the coaching conversations, it is usually possible to gain insights into the client’s attitude and beliefs. There is undoubtedly a chance to go deeper into the subject with the client if they stand to gain from a change in viewpoint and beliefs as well as assistance in acquiring the knowledge and abilities that could enable them to be more genuine employees.

The CLEAR Coaching Model

2023/12/07

Coaching Model By Marie Romero
Leadership Coach, UNITED STATES

Before I discovered the C.L.E.A.R. (Contracting, Listening, Exploring, Action, and Review) coaching model, I was debating creating my original coaching model. It was enjoyable for me. This model is easier for me to use and accomplishes the demonstration of competencies in a more straightforward manner. I at first believed it would be easy when we were given the assignment to consider and work on creating our coaching approach. I’ve discovered the ideal coaching model that complements my approach and personality. I was surprised to find that it was more difficult than I had expected. Finding my model also took some time, much like the exploration and learning I did during my coaching sessions.

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