How do you integrate life coaching into your daily or weekly routine as a leader?

In my experience, using SMART goals as a journey guide as opposed to a destination, is a great and graspable way to integrate coaching into life. Particularly at the change of seasons, the exercise of doing a retrospective or review of those goals to gauge how far you've come as well as what's in your gap. This allows you to celebrate your wins and also recognize that there's more progress to be made, without guilt or shame, because your goals were the journey boundaries as opposed to the destination!

As a leader, outline the SMART of your goal, plus VOW (Vision, Outcome, WIIFM) so that your team can understand how individual contributions impact the achievement of the goal and how it impacts their own job or benefits they receive for their work. Delegate responsibilities and regularly review progress on assigned tasks. You can use tools to track progress and evaluate effectiveness of your existing plan. Make adjustments as need to stay on target for completion of the goal. Add rewards for small wins along the way. I also recommend embracing flexibility in the timeline and outcome. The goal may take more or less time than planned. The outcome may not be exactly what was planned but a similar outcome can still be a win.

Usar metas SMART tem sido essencial para guiar meu caminho. Isso me ajuda a comemorar conquistas, reconhecendo que sempre há espa?o para avan?ar, sem sentir culpa ou vergonha, pois meus objetivos s?o pontos de referência na jornada, n?o o destino final!

En entreprise, les objectifs SMART sont effectivement is en avant. En coaching, on utilise un objectif SMARTECAC. L'objectif d'un coaching est de mettre une personne en action. Il est donc essentiel, pour y arriver, de fixer un objectif auquel la personne adhère. En cela, le SMARTECAC sera beaucoup plus puissant. Il ajoute la notion d'Enjeux (pourquoi la personne passerait à l'action s'il n'y a pas d'enjeux), de Contr?le (cela doit être sous le contr?le de la personne), d'Attente (le coaché précise ses attentes par rapport au processus de coaching) et de Contrat (le coaché validé son adhésion à ce process de coaching)

Here are a few of my favourite questions to ask when getting the guiding gears going: 1. What was your most valuable learning moment this quarter? 2. What was your greatest leadership win of the month? 3. What was your biggest accomplishment in your previous position? You'll get some great conversations going, and learn a lot more about your employees while they get to reflect upon themselves.

Powerful questions have been a game-changer for me in everyday conversations. They're a fantastic way to build trust, get people thinking about themselves, and show genuine interest. But to make them truly impactful, you absolutely need active listening as well.

Aqui est?o algumas perguntas para reflex?o interna: 1. Qual desafio você considera o mais significativo deste ano? 2. Quem você admira no desenvolvimento pessoal? 3. Quais s?o seus planos para os primeiros três meses do próximo ano?

Better outcomes start with better questions. Instead of asking all yes or no questions, prioritize open ended questions that open thoughts to creativity, positivity, and risk mitigation. Questions like- "If you knew any choice you could make would bring success, what choice would you make?" or "What specifically have you done so far? What worked and what didn't? or "Who else could you ask for help in achieving your goal?" These help get people unstuck and into action. Also build in regular check-ins and rewards to sustain effort and motivation. People need to see the evidence of their success many times along the way to allow the brain to see the truth the goal is possible. Rewards reinforce the behaviors that lead to the goal.

Listen to what’s said and unsaid. And when you’ve slipped into leader mode (and forgotten to listen like a coach), reflect back on what you missed and continue the conversation.

Pronto para ouvir ativamente e oferecer empatia! Se você precisa de alguém para compartilhar ideias, desafios ou simplesmente desabafar, estou aqui para apoiar. A comunica??o é a chave para o entendimento mútuo. Vamos construir conex?es genuínas!

Listening is key to excellent communication and leadership. Keep in mind that "hmm" "mm-hmm" "yeah" and "uh-huh" are also interrupting, so I invite you to be mindful of those! They can really ruin trust and the feeling of safety.

Always establish rapport and be present to start any conversation or meeting. Practice holding space, create a safe & non-judgmental environment for your team to express thoughts & feelings without fear of consequences or retaliation. Holding space is a skill that creates trust. Get all the facts before evaluating what is being said. Hear and feel what is and isn't being said. Rephrase what has been said to verify your understanding is correct and complete. Ask open ended questions to get more information and clarity. And allow them to speak freely. Give them your undivided attention and focus. Ensure your team members feel valued, important, and appreciated for their contributions. Be open to feedback and ideas team members share.

Fornecendo feedback construtivo para promover o crescimento mútuo. Acredito na evolu??o contínua e no fortalecimento das habilidades. Juntos, podemos alcan?ar o melhor potencial.

IMO, the feedback sandwich works best. Start with building rapport and then speak about 3 things/skills/ talents a team member has that are valuable. Give praise before giving constructive feedback. Second highlight the area that you want the team member to improve in. Be specific and relate it as a strength you know that person can build and why its important to work on. Allow the person the opportunity to come up with a game plan to address or correct that need. Give them a chance to respond to your request and own responsibility for the work that needs to be done. End the conversation recapping the persons strengths, contributions, and skills that are make positive impacts in the team. Then schedule follow up calls or meetings.

It is important to remember that without your team, you are a party of one. The responsibility to inspire, the ability to share your vision and the need to listen to your team mates voices is paramount. Through your life coaching skills, you can unify your team and offer them a river of success.

Your energy cannot tell lies. In a professional working environment, you may need to be in "I am OK, I am good" status. In fact, if you are not OK inside, it reveals delicately and sometimes you are not aware of this but the other can FEEL it. Building self-reflection habit can help you release emotions and negative thoughts. That brings you a better energy authentically. As a leader, if you can be a role model of this practice, you also can build a better/healthier culture for your team.

Sem sua equipe, você é apenas um. Inspirar, compartilhar vis?o e ouvir colegas s?o essenciais. Com habilidades de coaching, una a equipe para um caminho de sucesso.

Self- reflection through regular feedback and journaling are excellent ways to allow team members to see and understand their progress or lack thereof. This creates awareness and ownership. At regular intervals have the team members fill out a questionnaire to get meaningful feedback. Ask questions to determine what went well and why. What should they do more of, less of, or differently to get better results. Ask them for ideas about alternate solutions or ways of achieving the objective. Encourage your team members to accept ownership for their contributions and the outcome. Build in recognition and rewards for meeting milestones along the way. Help members see how their work contributes to meeting goals and objectives.

At first, I find crucial to build trust to create a safe space where team members can freely express their views, their opinions but also their challenges and difficulties. Once this environment is created, by questioning with a constructive curiosity, it is possible to look at problems from a different angle and find those answers that, without coaching, often remain hidden.

An important piece that hasn't been listed here is learning how to hold space for other's experiences. That could be sitting quietly while someone shares something difficult, normalizing someone's experience through affirmation, and mirroring the language they are using to describe the situation. Also co-regulation goes a long way towards diffusing tense situations. Using a calming voice, steady pace, and breathing are all ways to help bring a calming presence to a conversation. Also offering an out to the other person or yourself by saying, "This is important to me, but I need a moment" or "do you need to take a moment and revisit this later?" can be a really validating way to acknowledge the challenge of sharing.

As a leader when I underwent coaching, I would decide to practice my learning everyday. The most important lesson I learnt was effective use of my time and energy. To become conscious about how I was spending these two resources because many a choice would get made unconsciously. I was coached on indulging in mindful exercises to learn taking a pause. I would do that every hour. Helped me to practice every other learning. And I bloomed. Yes, took 06 years then to turn into a coach who is trusted. It takes conscious effort and lot of work. Otherwise information is all cool. Sharing it can make you present yourself as a wise one. And then, whom would it help? Think about it.

Que cada persona se sienta escuchada. La escucha atenta favorece la sensación de valía personal en los miembros de un equipo. Si un colaborador sabe que sus opiniones se escuchan, su motivación aumenta y su compromiso con el proyecto común también.

Maintain the practice of holding space for your team. This creates trust and safety for those that work for and with you. Employees cannot thrive in an environment where scarcity and negativity permeate. You need to set the tone to create opportunities for your team. Be a good example of what you preach in both word and practice. Always be growing and improving yourself to show you value helping others grow themselves as professionals as well. Support your team members in professional development and leadership growth. Truly great leaders help build more truly great leaders through mentorship, training, and giving opportunities to grow. Don't stifle or suppress your workers' abilities, talents, or dreams, rather be supportive.