What are the top five interview questions for a leadership development coach?

Leadership means - Know your team members well, make them smile always - Delegate the right task to right member - Guide them best to achieve their goals - Be a friend while training them , Be a listner while they are training you ( Yes, there is a lot to learn from your team members ) - Agree and apologize to your team if you have made a mistake. - Party with them quite often

In my experience, the most successful leaders have an innate ability to bring out the best in their people. They are quick to identify strengths and are high on trust.

In my experience the leadership style that gains most followers is one of role modeling. Modeling the work ethic, values and culture of an organization. Being authentic, daring to be vulnerable and bringing the human factor to the work place makes for an environment of trust and caring, ultimately increasing productivity.

El liderazgo es algo que se construye siempre. Nace en uno, pero se desarrolla en el equipo. Uno comienza siendo su propio líder, para luego ejercer el liderazgo con los demas. El compartir valores es algo que sin dudas ayuda en la construcción de liderazgos, pero será la diversidad de miradas y su comprensión lo que finalmente fije las pautas de ese liderazgo.

Our role as a developmental leader is all about empowering people, and for people to become Empowered they need knowledge, capability, and confidence. The most important of these is confidence.So my top 5 questions are What would you do if you knew you couldn't fail? Have you done anything similar to this that you could learn from? What would you need to be successful? What are the things that would stop you from being successful? How would you feel when you achieve this. These questions help us to get an idea of their ideal solution, the resources they need, the challenges they face and also how important this is for them. Helping answer those questions always leads to empowerment

Tenho certificado pelo Instituto Brasileiro de Coaching - IBC e trabalhei por mais de 15 anos com lideran?a de equipes, gest?o de pessoas e RH. Formar líderes para mim tem sido uma experiência enriquecedora pois tenho a possibilidade de trabalhar com diferentes formas de lideran?a (pois existem várias metodologias) e formar líderes desde os que est?o ingressando agora como novos líderes, quanto gestores mais experientes que querem atualizar suas habilidades. Consigo capacitá-los em cada uma das suas formas de liderar equipes e fico feliz quando recebo seus feedbacks dizendo como sua comunica??o e como as equipes est?o progredindo sob a lideran?a dele após fazer sua mentoria comigo.

Quelles sont vos appétences ? Pourquoi souhaitez vous avoir un poste où vous serez en responsabilité d'une équipe, de personnes ? Si on arrêtait avec les questions basiques du recrutement ? Autant demander quels sont vos points forts ;-)

Es de suma importancia validar las credenciales del coach, sin embargo, es sumamente importante dejar claro que aunque el coach tenga muchas certificaciones y experiencia, no necesitará conocer del tema o del ámbito en el que se desenvuelve el cliente. Es mucho más clave que el coach logre trabajar en sintonía con el cliente para lograr que pueda visualizar su estado deseado y definir metas para lograrlo.

Totally agree with this points. Additionally a good answer will also highlight innovations and how familiar his/ her is with current trends and pivots of coaching.

Absolutely needed to establish the trust and credibility. More they know about the experience the coach has , better it is for the coachee to seek guidance.

Una buena manera de evaluar cómo se adapta la técnica a cada cliente es imaginando un avión… el coachee es el piloto y por lo tanto el que tiene la capacidad de llegar a destino, con sus técnicas, sus méritos y sus decisiones. Iniciando un proceso, es importante hacer una conversación en la cual podamos definir una alianza de trabajo que sentará las bases para un progreso exitoso. Adicionalmente podemos utilizar distintas herramientas como la sintonía, articulación y la observación para lograr conectar con el cliente y su propósito. De esta manera identificaremos su perspectiva inicial y visualizaremos de qué manera abordamos cada caso. Porque cada historia es única; no podemos tener un manual para cada sesión.

In my coaching, it's all about understanding YOU! We kick off with a deep chat to uncover your goals and challenges. I throw in some tools and exercises from the creative arts world, such as some acting exercises, visual arts and storytelling, along with relevant personality assessments and reflection sheets to get a full picture. Whole-body listening or observation plays a crucial role. By keenly observing verbal and non-verbal cues during our sessions, I gain a nuanced understanding of their communication style, emotional landscape, and potential barriers. Plus, regular check-ins make sure we're cruising in the right direction. It's a personalised journey because, let's face it, one size never fits all!

There needs to be enough data gathering (conversations work best) to assess the need. Much too often coaching may not be the only solution and therefore it’s important to have a holistic view and suggest a hybrid approach wherein coaching on a specific skill / area would be one of the aspects of the solution.

A good leadership coach is one who fully listens and notices what is being said, both in words and through the client's actions and mannerisms. Some clients enter into coaching expecting it to be a consultant relationship with the coach having all the answers. It is important for the client to put in the work including self reflection of what they believe their goals should be. The coach can then assist with tools and assessments to "walk along side" the client toward the goal(s) the client chooses.

Sit comfortably in the passenger seat, get a clear understanding of the destination that your pilot wants to reach, then give him perspectives while keeping your hands away from the wheel, allowing him not to end up off track and pass the arrival line safely…?????

I created a comic to illustrate what a coaching meeting with me is like. This is particularly helpful for someone who hadn't partnered with a coach before. I think this helps bring humor and some clarity around what to expect. A coaching meeting has a predictable framework - centering (if a client wants that), checking in on wins/successes since we last met, exploring the. focus for the session and what the client desired outcome by the end of each session. It's important to me to honor different learning and processing styles. I use silence as a tool and do offer resources/tools/suggestions with permission of the client.

O formato das sess?es s?o semanais e pode ser tanto em consultório como online, a depender da preferência do cliente. Nos encontramos semanalmente ou até mesmo 2 vezes por semana por algumas horas para falar sobre as metodologias de lideran?a, realizar um teste do perfil profissional e embarcarmos na jornada de melhoria das habilidades de lideran?a. Há muita escuta ativa durante esse momento. Eu realmente busco compreender nos mínimos detalhes e ouvir o máximo de histórias do meu cliente sobre situa??es onde as habilidades de lideran?a dele deixaram a desejar, ou onde poderia ser melhor. Procuro dar feedbacks sobre como melhorar suas técnicas de comunica??o e escuta com o time e como essas técnicas v?o ajudá-lo.

The design and delivery depend mainly on the client's situation. While planned, structured formats and processes are useful, one cannot be rigid about them. The Coach should be able to quickly perceive the Client's needs and adapt the coaching programme so that the value added is relevant and useful to the client.

I always start with active, listening and asking questions about the client’s topic and trying to understand the problem or goal of the session and specify it according to the clients needs. In the next step, I am choosing the right method and format go through it with the client. At the end of the session, we are looking at the situation and the results from the session from a meta point of view. Afterwards an eco check on the feelings and emotions of the client is taking place. But it’s all depending on the specific and individual case.

What is maximum value? If this question (or some form of it) is not asked early on in the coaching call, the call will not be as productive as possible. This requires you the client to be clear about what you want when you meet with them. From there, if there isn't a consistent structure that informs the coaching session, value is being left on the table. This doesn't mean that the sessions are all the same, a good coach will adapt to the needs of the client. But there should be a framework that both client and coach can lean on.

The foundation of demonstrating the impact of one's coaching starts with being completely clear on where the client is currently at. Once there is clarity on the current state, the coach can accurately measure growth and impact over the course of the relationship.

Ao longo das sess?es eu acompanho o desempenho com o meu cliente através de conversas, pedindo para ele me dar novos exemplos de como ele está aplicando tudo o que aprendeu comigo. Eu também pe?o feedback sobre a mentoria de lideran?a e fico feliz quando ou?o de clientes que a minha mentoria fez diferen?a no relacionamento que ele tinha com a equipe. Quando me dizem que antes, havia muita rotatividade de pessoal na equipe dele, por conta das pessoas n?o gostarem da abordagem dele como líder, e como hoje, essa rotatividade caiu drasticamente e ele sente o clima organizacional muito melhor.

This is very important. What cannot be measured cannot be improved, says the adage. While it is true that there is a lot of subjectivity involved, the coach should try to innovate tools like feedback forms through which some quantification similar to NPS can be developed. Also, in certain functions, the improved quality of the work done by the coachees can be noticeable.

What data can they provide? Data beyond anecdotal evidence. Can they say: $250,000 worth of new business revenue for a client over the span of a 6-month contract based on ___ metrics (new business, year over year...etc). Are they creating consistent channels for feedback outside of asking you if you got value from the session? Can they provide testimonials from previous clients? Are current or previous clients willing to hop on a call and talk to you about it? Anyone can make any story sound great, do they have the data to back up the story that they tell?

Una de las mejores formas de liderazgo es el ejemplo. No puedes generar confianza en un entrenamiento si no demuestras en actos la realidad de lo q ense?as. Un entrenador sabe q va x el camino correcto cuando se ausenta y su objetivo no pierde el rumbo ya q su equipo sabe hacia donde va, lo q tiene q hacer y confía en sus capacidades para llegar al final.

In my experience, it is critical for the client to meet the coach in person (or on video) and ask them about why they chose to be a coach, how they define coaching success, what their values are and what differentiates them from other coaches. In addition, review the coach’s articles and posts on social media to see if they resonate with you. The “chemistry” between coach and client is critical — see if the coach’s energy aligns with your energy.

Coaching is weird. The "work" happens in between the sessions where clients are reflecting and noticing how they are showing up and how they are growing personally and professionally.

Diving into this space with insights straight from the trenches, the key to bringing on A-players lies in questions that slice through the fa?ade and get real, fast: Ask about values, but get specific. Not just which of your core values they like, but what they'd do if stuck with folks who don’t play by those rules. Probe their resilience with tales of their bounce-backs from failure, not just the setback but the mindset and learnings they extracted from the dirt. Challenge their independence by stripping back resources; present a problem and see how they'd solve it without a safety net. Gauge their commitment to growth with what they feed their brain — books, blogs, podcasts — and how they translate those bytes into action.

Have you heard of leaders who want to get on with it ? Meaning 'I need real advice . I don't have time for fluff? Coaching is not for such leaders. It's time for the coach to make a decision: If I am not going to coach do I want to really be here to advice, is the client ready to invest time and effort especially if they are not interested in coaching or believe in it? If the changes the client is seeking are not behavioral then leadership coaching is a wasted effort. If a leader is willing to have an engaging dialogue with the coach, share stories and ideas and discover together, coaching would work. As the coach listens and creates that space of trust and comfort, the relationship will progress & may be commitment to behavioral change.

Menschen in ihrer Pers?nlichkeitsentwicklung begleiten zu dürfen, ist für mich immer und immer wieder ein gro?es Geschenk. Das "Eintauchendürfen" in die Leben anderer Menschen erfüllt mich jedes Mal erneut mit tiefer Demut. Als Kind hatte ich immer den Wunsch und Traum,in die K?pfe anderer Menschen eintauchen zu dürfen. Ich wollte immer wissen, wie sich das Leben für andere Menschen anfühlt, wie sie es wahrnehmen, wie sie es sehen - heute habe ich mir diesen Traum erfüllt. Durch all die Coachings, die ich bereits durchführen konnte, habe ich ein so breites Spektrum an menschlichen Facetten kennenlernen dürfen, dass mich diese Vielf?ltigkeit zus?tzlich immer wieder tief berührt.