Coach Training School
A Research Paper By Mirko Veratti
Transformative Coach, ITALY
In questo documento voglio proporre una panoramica dell’Enneagramma come strumento, una “mappa” che descrive nove tipi di personalità e i rapporti tra loro e che consente di individuare le tendenze principali di carattere, visioni del mondo e attitudini, da integrare nella pratica di coaching.
A Research Paper By Stephen Baker,
Transformation Coach, UNITED STATES
A significant subset of several regions is the observant Jewish population. Furthermore, there is plenty of subtleties and affiliations that are hidden from the non-Observant observer in the term “Observant.” Despite being readily identifiable as a large group, they are still people, with all the needs that come with being people. Orthodox is a different name for an observant Jew. Observant is more accurate as one either adheres to the standards of practice or does not. The purpose of this paper is not to discuss observant Judaism in particular, but to inform coaches of some potential nuances that may impact the coaching relationship and process from the perspective of cross-cultural coaching.
A Research Paper By Ekaterina Breous
Life Coach, SWITZERLAND
Understanding our individual learning preferences will help us improve our visualization techniques because everyone processes information differently. Neuro-linguistic programming (NLP) uses learning styles as the basic units of our representation systems to model how we process information. Visual, auditory, and kinesthetic styles are used in NLP. Visual learners prefer to learn by seeing, and they frequently process information in the form of images. It follows that they enjoy reading, viewing graphs, and using symbols and that they frequently think or remember things in terms of pictures. The preference of auditory learners is to listen and absorb information from what they hear. Reading is discouraged in favor of lectures and discussions.
A Research Paper By Monika Sałach
Burnout Coach, UNITED ARAB EMIRATES
There are tons of studies, articles, and stereotypes out there about Millennials and GenZs. The majority takes into account the traits, ideals, and perspectives of the generations in the context of the workplace, either by looking at “Millennials in the workplace” Such articles are undoubtedly very helpful for executive or career coaches who guide Gen Z/Millennial workers on their paths to professional development. In order to increase awareness and sensitivity among potential coaches who may encounter Gen Z/Millennials in their practice, the purpose of this paper is to present the reality of Gen Z/Millennials’ lives, including how changes in the world and society affect them, their problems, and challenges.
A Research Paper By Bastian Harth
Young professionals Coach, GERMANY
This research paper examines a significant issue: how to coach young professionals toward the career path of their dreams, especially in an uncharted job market. It is based on my own efforts to build a rewarding career and a professional vision. Before we can start coaching young professionals, we must first define who they are, their current challenges, and what is important to them. This study is not exhaustive. Other aspects of successfully coaching young professionals are critical. Nonetheless, this paper demonstrated how incorporating expert perspectives can help us provide more meaningful and significant coaching experiences for young professionals.
A Research Paper By Giovanna Francesca Golia
Transformational Coach, ITALY
A prescindere da quanto sia stata facile o complessa la gravidanza e dal fatto che la donna lavori o meno, che sia un top-manager, una studentessa o una casalinga, la maternità porta tutte le donne a fare i conti con quello che definisco come un cambio di stato, da monade a diade, rispetto a cui un percorso di coaching può essere straordinariamente utile per trovare dei riferimenti su cui costruire un mondo nuovo e inesplorato, attraverso una prospettiva generativa, arricchente e capace di creare senso e valore per sé. Ispirandomi al modello del Golden Circle di Simon Sinek, nelle pagine seguenti ho sviluppato una mia personale visione di un approccio di coaching per le neo-mamme, declinato sulle tre dimensioni del WHY, HOW, WHAT, senza alcuna pretesa né di ambizione né di esaustività.
A Research Paper By Benny Callaghan
Life Coach, AUSTRALIA
The Enneagram is an effective tool that has great potential for maximizing human potential. When properly applied in a coaching setting, it can aid the client in gaining a better understanding of themselves and helping them see past their blind spots. The Enneagram is a complex system with numerous subtle layers, all at once. It is simple to misuse and can restrict a client’s understanding of themselves if approached superficially and in a way that appeals to stereotypes. Any coaching practice must be grounded in ethics. ICF members formally ratify the ICF Code of Ethics, which is a cornerstone of the ICA program. ICF understands that ethics are dynamic and that working with clients may put coaches in unexpected situations.
A Research Paper By Sharee S Wells
Career Coach, UNITED STATES
Each and every “job” involves tasks that some people may find tedious, challenging, or unnecessary. Even the most upbeat workers sometimes experience dissatisfaction with their career choices. A person with attention to detail might enjoy paperwork and quality controls. A big-picture person may detest that and prefer to develop concepts or visions. Even if an introvert has excellent technical skills, dealing with people’s problems can drain them. Although an extrovert may be fantastic at interacting with clients and coworkers, they sometimes struggle to maintain confidentiality or say anything meaningful. People who work with a career coach who approaches careers from their perceived successes can realize their best options for a career move. Here is my toolkit for giving clients time and space to examine their inner selves and opportunities.
A Research Paper By Olga Kurek
Transformational Coach, NETHERLANDS
The dialectic opposition of flexibility and rigidity is presented in this research paper. For professionals working in high-pressure, time-constrained environments, it looks at flexibility as a coaching concept for stress management, well-being, and performance improvement. Flexibility (mental, psychological, coping mechanism, or mindset) can be used when coaching for developing flexible stress mechanisms and strategies to improve well-being and performance. Coaching for flexibility focuses on goals such as academic and professional performance, resiliency, work, life satisfaction or balance, and general self-confidence in one’s abilities. It can be utilized when coping with helplessness, blame, guilt, and shame. Flexibility must be improved through a multifaceted strategy that considers the mind, body, and spirit. Changes to diet, sleep, and exercise routines, the addition of mindfulness meditation, and increased reading are a few examples.
A Research Paper By Sergey Nagin
Leadership Coach, SERBIA
I’ve gained corporate experience by studying SCRUM and serving as an SCRUM Master on a qualified team that creates digital content for e-learning training programs. Of course, although they are not identical and are not interchangeable, I have found that these two problem-solving strategies share many common characteristics during my training and practice as an ICA peer-coach. In this article, I’ll examine how a coaching method in accordance with ICF standards can be applied to the way SCRUM teams organize their work, and more specifically, to the position of SCRUM Master. What can motivate a SCRUM team and increase their effectiveness?
