Coach Training School
A Coaching Case Study By Ghadeer Alsulami
Transformational Coach, SAUDI ARABIA
During an undermining authority case study coaching session, a client’s problem may morph into another problem. Because a client may not be aware of the true problem, a coach’s ability to use a non-directive approach while asking the proper questions is crucial. Helping people understand themselves is more important than helping them solve problems because it enables them to solve problems.
A Coaching Power Tool By Robin Yates
Mental Fitness Coach, UNITED STATES
In the 1930s, psychologist Kurt Lewin, one of the founders of modern social psychology, first proposed “approach-avoidance conflicts” as stress factors. When a single objective or event has both positive and negative outcomes or features, the goal becomes both appealing and unappealing at the same time. This core premise can be used as an Approach vs. Avoid power tool in coaching to help us align our perspectives with what we value most.
A Coaching Model By Emily Cornell
Life Coach, UNITED STATES
This SHOW UP Model concept is based on my professional and personal experience. Appreciative Inquiry, a strength-based approach to organizational change established at Case Western University, as well as concepts from Design Thinking, a human-centered approach to innovation, and the work of Dr. Brené Brown, a research professor at the University of Houston, are all incorporated. This SHOW UP model represents a certain phase in my coaching career. It’s a framework that’s functional right now and could be useful in the future. But I’m writing this with the understanding that if I’m going to actually emerge as a coach, I have to be open to my own development, and that model can and likely will develop over time.
A Research Paper By Mirian Kachikwu
Business Coach, NIGERIA
Every society is pervaded by culture, with all that it entails, especially in Africa, where each country reflects a diverse range of ethnicities. Coaching Africans are becoming a more significant tool for Africans to deal with the personal and business issues that they face on a daily basis. Consequently, it is impossible to train an African without first understanding his or her cultural background. To effectively coach African clients, coaches must adapt to Western coaching competencies to understand and objectively question the impact on them and how they are identified in life, society, and/or the workplace.
A Coaching Model By Ana Kardonski
Conscious Living Coach, EL SALVADOR
My niche Ani Kardonski was created as a result of my own awakening, which began in 2013. I began to notice how my mind and emotions were intertwined and shaped my reality, I began to pay attention to my inner voice and my body, and I began to chart my course. Many women feel lonely, isolated and lost in their daily to-do lists, leaving little time for personal development. I stand in solidarity with you, the mother, housewife, working woman, spouse, sister, daughter, and friend attempting to navigate the maze of modern life. When you work with me as a coach, you embark on an in-depth journey of personal discovery.
A Coaching Power Tool By Serena Truong
Executive Coach, SINGAPORE
This paper Progress vs. Perfection explores the philosophy that as coaches, we should help our clients recognize that making progress is more essential than making progression, as well as the problems that our clients may go through if they are fixated on obtaining perfection before moving forward in their journey. Perfectionists are common among top performers. Not all perfectionists, however, are great performers. The distinctions between a high achiever and a perfectionist are significant. Both high achievers and perfectionists have a tendency to create and strive for lofty goals. A perfectionist, on the other hand, is someone who strives compulsively and unceasingly for unreachable goals and refuses to accept anything less than perfection.
A Research Paper By Emily Cornell
Life Coach, UNITED STATES
I was taken aback by the topic of stillness. I consider myself a woman of action, motivated by strategic ideas, and I admit that I may get caught up in a flurry of activity that isn’t necessarily productive. I understand that movement and motivation have a leading step: calm down, only after reflecting on the past and present is still helping me make the biggest (often scary) growth spurts of my life.
A Coaching Power Tool By Mirian Kachikwu
Business Coach, NIGERIA
The most crucial step in ending self-rejection is to recognize that you’re doing it and to pay attention to what you’re saying, thinking, and feeling about yourself. Coaches can make a good impact by providing clients with a non-judgmental and empathetic environment to tell their stories and express their desire to be seen and accepted, regardless of their perceived baggage. In that space, Self-Rejection vs. Self-Love benefits clients that can embrace what they have been hiding with love and acceptance, refocusing their attention on the positive. Self-love is a daily practice, not an end. It can be as simple as adjusting your self-talk and expressing compassion to yourself, forgiving yourself for not being perfect, forgiving your parents for not parenting flawlessly, forgiving others who mocked you, and forgiving God for placing you in your tale with faulty parts.
A Coaching Model By Jessica Hull
Empowerment Coach, AUSTRALIA
The SHINE model is an empowerment paradigm that inspires and supports people in all aspects of their lives. The SHINE model is meant to inspire you to dream big, believe in yourself, and take action in order to achieve your goals in everything from your profession to your daily life. It motivates you to pursue your passions, to shine, and to be the greatest person you can be. It focuses on you as an individual, assisting you in discovering and utilizing your fundamental values, strengths, and unique abilities so that you can be empowered to live a life full of passion, energy, and flow. SHINE is a tool to increase motivation and reduce stress during the growth phase.
A Research Paper By Serena Truong
Executive Coach, SINGAPORE
Before the pandemic, many businesses considered their offices an essential part of their operations. Due to the 2020 pandemic, many companies have adopted different ways of working. These options range from creating a coaching culture, working from home to a hybrid approach in which employees work from home, but return to the office for specific tasks to a remote working arrangement. Leaders and people managers have to adapt to new ways of leading people in different work environments. In order to engage and encourage their staff, managers must rethink and learn new managerial abilities while managing a workforce that may work partly remotely and partly in person.
