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From Ordinary to Extraordinary: Unlocking the Key to Peak Performance

2023/07/04

A Research Paper By Hélène Dumais
Human Performance Coach, CANADA

Peak performance doesn’t just happen in the VIP areas reserved for top-notch individuals with natural skills. However, in order to obtain the extremely particular information you need in order to do, you do need an entrance code. What information is it that will determine how well you perform? What is it, where is it, and how do you use it? I present you with three alternative understandings of performance in order to help you better position yourself: I will always advocate for OPTIMAL performance, which is the expression of one’s full potential in all spheres of life, whether in jobs, relationships, or sports. Some individuals may strive for PEAK performance in a competitive setting (such as in sports or business), which refers to an exceptional performance displayed at a specific time.

The Diamond Coaching Model

2023/07/03

A Coaching Model By Kristin Hendrix
Career Coach, UNITED STATES

Work isn’t working if it doesn’t support your entire life. Despite the numerous obstacles, diamonds are produced under pressure. Together, let’s create a life that will resist life’s rigors and enable you to shine. We will assess each client’s five dimensions of life, their path to alignment, and any pressures that may present a chance to excel or provide relief during each session. The client assesses their five life facets—health, job, relationships, finances and safety, and “spice” (What gives life meaning) – during the first meeting. The client will assess what is working and what isn’t in later sessions, as well as any areas where they are under pressure and might benefit from some relaxation or have successes to celebrate.

Shame vs. Guilt: Guilt: A FlipIt Application

2023/06/30

A Coaching Power Tool By Jen Harris
Bias Coach, UNITED KINGDOM

I’ll use the ICA Flipit method in this power tool, Shame vs. Guilt: Guilt: A FlipIt Application, to examine an alternative viewpoint to the widely accepted notion of guilt. Changing our perspective and ‘seeing the world’ in a new way can be done in four steps using the FlipIt technique. Your existing perspective is exposed during the steps, and you are then encouraged to switch to another, more empowering one. I’ll discuss guilt in this section and offer a different viewpoint. As I broaden my coaching expertise and collaborate with more amazing people, I see a sinister reoccurring theme: the sense of guilt.

How a Growth Mindset Benefits an Organization’s Health

2023/06/29

A Research Paper By Melissa Chapman
Leadership Coach, UNITED STATES

People who believe that their success depends on time and effort are said to have a growth mindset, according to Stanford professor Carol Dweck’s book Mindset. The belief that one’s abilities and intelligence may be enhanced through hard work and perseverance is shared by those with a growth mindset. They quickly accept challenges, persevere through hardships, take advice to heart, and look for motivation in the accomplishments of others. People with a growth mindset think they can improve at anything by putting up the necessary time, effort, and energy. The most crucial elements—not the result—are working on one’s defects and the process. People with a growth mind are optimistic that their goals can be attained with effort and time.

Coaching Model – Dare to Discover | Seeds of Confidence

2023/06/27

A Coaching Model By Kate Glover
Leadership Coach, AUSTRALIA

Dare to Discover | The Seeds of Confidence coaching model is designed to help leaders move from sowing doubt to sowing confidence. With the help of this model, people can develop their self-assurance in their talents, discover more about who they are, and progress toward a position of confidence while controlling any doubtful ideas that may enter their heads. When you plant the seeds of confidence, this is what can grow and be accomplished, much like the sunflower, which stands for confidence. Using their skills and abilities to generate opportunities to plant and nurture the seeds of confidence, leaders can utilize this approach to investigate and acknowledge the skills and capabilities they possess.

Challenge vs. Opportunity

2023/06/26

A Coaching Power Tool By Melissa Chapman
Leadership Coach, UNITED STATES

The decision of whether to see a situation as a Challenge vs. Opportunity can alter the course of events because these two opposing viewpoints inspire various behaviors and feelings, such as inaction vs. action, anxiety vs. excitement, avoidance vs. engagement, isolation vs. collaboration, and victimhood vs. empowerment. Changing your attitude is the first step to turning obstacles into possibilities. The client’s set of circumstances doesn’t change, but how they are seen can have a big impact on how they feel, how they see the scene, and how it turns out. Our bodies change in tandem with mental changes. The same goes for our minds as our bodies change. We can choose how to respond to the facts, even though we have little influence over them.

Coach on Paws (CoPs)

2023/06/23

A Research Paper By Regina Onderka
Life Coach, GERMANY

I’m going to include dogs in my coaching sessions, and I’m going to call it “Coach on Paws (CoPs).” My favorite topics to talk about are coaching, learning, and dogs. I also wanted to share my personal insights and how my love of coaching, nature, learning and dogs came together in the end. I love discussing the benefits it can bring to others and what makes coaching a great, lifelong experience. I like to begin by sharing a quote that motivated me to reflect more deeply on coaching and learning, what they mean to me, and how to enhance the coaching process so that I can best serve my clients while also constantly growing as a coach.

Empowering Women Leaders with the STAF Navigation Wheel Coaching Model

2023/06/22

A Coaching Model By Nathalie Legault
Leadership Coach, CANADA

The STAF coaching wheel’s concepts will be used in coaching to find your actual Self (or “S”), and an evaluation of connected thoughts, actions, and feelings (or “TAF”) will serve as a route map. If you alter your TAFs to be in alignment with yourself, you may feel more energized and supported. I see how the STAF Navigation Wheel may benefit female leaders like you and myself. The purpose of this essay is to present a coaching style that may be more effective in practice than in writing. Put yourself in the captain’s chair of a ship to boost your reading experience. Navigating in rough seas while receiving professional co-pilot instruction and tools to help you choose the best routes.

Liked vs. Disliked

2023/06/21

A Coaching Power Tool By Kate Glover
Leadership Coach, AUSTRALIA

Liked vs. disliked power tool, As a self-proclaimed people-pleaser, I go out of my way to please my family, friends, and coworkers. The leader said in the context of an organizational environment that they had always strived to be liked, which has occasionally clouded their capacity to make judgments and deliver clear and straightforward feedback. The leader stated that living like this could be exhausting. I gained a greater understanding of how people’s desire to be liked rather than loathed keeps them from attaining their full leadership potential.

How to Address Bias to Positively Impact Diversity, Equity, Inclusion and Belonging (DEIB) In the Workplace

2023/06/21

A Research Paper By Jen Harris
Bias Coach, UNITED KINGDOM

The evidence of pervasive inequality in the workplace is well acknowledged, and this paper explores how to address bias to positively impact DEIB in the workplace. The focus of the majority of studies is the widespread institutional discrimination against people based on their sexual orientation, gender, and race. Beyond the moral need that everyone is treated equally and with a sense of safety, why should we worry about DEIB at our workplace? The effects of this can be disastrous for people, ranging from exclusion to harassment and anything in between. Numerous studies concentrating on hiring decisions might be discovered to provide wider evidence for the detrimental effects of bias on DEIB in the workplace. A complete 360-degree approach to each individual is required to address bias in the workplace.

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