فيديو رائع وضحت فيه الأسئلة المساعدة الكوتش في جلساته مع العميل وهي : ١. كيف يبدو النجاح بالنسبة لك؟ ٢.ماهو التحدي الأكبر بالنسبة لك؟ ٣. ما البديل من وجهة نظرك ؟ ٤.ما الذي يمنعك من هذا استخدام البديل؟ ٥.ما هو أهم شيء يجب التركيز عليه الآن ؟ ٦.كيف يمكنني دعمك بشكل أفضل ؟
Thank you 🙏 One of the wonders of RUclips is people all around the world comment and tell me that they found my content useful. I appreciate it so much.
Thanks for share these 6 coaching questions. I'm looking to enable my team to have greater autonomy and self-realise the answer within. I will be using them going forward. Great tip to write them down till our muscle memory kicks in.
Great to hear - focus on it for a quarter and it will become a way of working with and engaging with your team. Good luck with it - reach out if you have any questions. 😊
Thank u Helen for this 6 tips.I always like to help someone. This tip surely change the way i communicate to a person.I alreay subscribe ur channel.God bless from Malaysia
Thank you for your question. The questions are designed to be asked when the situation suits and not in order. The idea is that you have these questions in your “toolbox” to quickly use so that you develop a coaching style as a manager. I hope this helps you. Helen
As a Chief Talent Officer and a Coach, I think most managers take on more of a Mentor to Mentee role. And as a Consultant or Mentor, you’re more sharing best practices and telling them what worked for you to get you to the position in which you are now in.
Thank you for your comment, I completely agree that mentorship is a vital role that managers play to their team. I also think that developing a coaching style to help their team learn more effectively and prevent managers always being in “tell mode” thus encouraging accountability works well too. Together mentoring and a coaching style can enhance the managers overall leadership skills. Which as a CTO would you value the most as managers develop their skills?
That is so true. I used to lead numerous mentorship programs and when i started coaching i made the mistake of offering solutions. I am very mindful now about that and the results from getting them to tell and solve their own issues is encouraging.
Thank you Helen for sharing.
Thanks for watching!
فيديو رائع وضحت فيه الأسئلة المساعدة الكوتش في جلساته مع العميل وهي :
١. كيف يبدو النجاح بالنسبة لك؟
٢.ماهو التحدي الأكبر بالنسبة لك؟
٣. ما البديل من وجهة نظرك ؟
٤.ما الذي يمنعك من هذا استخدام البديل؟
٥.ما هو أهم شيء يجب التركيز عليه الآن ؟
٦.كيف يمكنني دعمك بشكل أفضل ؟
Thank you 🙏 One of the wonders of RUclips is people all around the world comment and tell me that they found my content useful. I appreciate it so much.
Thanks for share these 6 coaching questions. I'm looking to enable my team to have greater autonomy and self-realise the answer within. I will be using them going forward. Great tip to write them down till our muscle memory kicks in.
Great to hear - focus on it for a quarter and it will become a way of working with and engaging with your team. Good luck with it - reach out if you have any questions. 😊
Thank u Helen for this 6 tips.I always like to help someone. This tip surely change the way i communicate to a person.I alreay subscribe ur channel.God bless from Malaysia
You're so welcome! It’s so exciting that people watch my lessons from all around the world. Sending you greetings to Malaysia
Please based on the 6 Questions listed, i like to find out if they are be ask in a sequence or it depends on the mood of the coaching session
Thank you for your question. The questions are designed to be asked when the situation suits and not in order. The idea is that you have these questions in your “toolbox” to quickly use so that you develop a coaching style as a manager. I hope this helps you. Helen
As a Chief Talent Officer and a Coach, I think most managers take on more of a Mentor to Mentee role. And as a Consultant or Mentor, you’re more sharing best practices and telling them what worked for you to get you to the position in which you are now in.
Thank you for your comment, I completely agree that mentorship is a vital role that managers play to their team. I also think that developing a coaching style to help their team learn more effectively and prevent managers always being in “tell mode” thus encouraging accountability works well too. Together mentoring and a coaching style can enhance the managers overall leadership skills. Which as a CTO would you value the most as managers develop their skills?
That is so true. I used to lead numerous mentorship programs and when i started coaching i made the mistake of offering solutions. I am very mindful now about that and the results from getting them to tell and solve their own issues is encouraging.
@@GurcharanHans yes, it definitely encourages accountability.