Transformative coaching guides… Humans, well, we struggle with that concept. We prefer negotiation over instincts. We struggle to accept that change is important and usually beautiful, if messy. Humans like to know exactly what we’re getting into before we take our first step. We want to know the outcome before we make any decisions – what’s in it for us? Imagine if a caterpillar refused to build a cocoon until it could have a say in what color its wings would be? Or until it was promised a certain flying speed? We might not have as many butterflies as we’d have anxious and negotiating larvae. This is why humans need a motivational coach.
You will also come across clients who are already working with a psychotherapist. They already know when an issue is psychotherapeutic and when it is a coaching issue. As you develop your practice it will be very clear when it is time to refer an issue to a therapist or to a more expert coach. This is an essential distinction for you in your practice of coaching. It is strongly suggested that you provide yourself with ongoing coaching from an expert coach to continually grow yourself as a coach and grow yourself personally.
Transformational Coaching has therefore evolved to utilise many different methodologies in a person-centred approach. We see methodology drawn from Psychodrama, Gestalt psychotherapy, Neuroscience, and others. No single methodology rules the roost, but all are drawn from in order to enable and sustain transformation. In practice, this means that transformational coaches are capable of working on a deeper and more exacting level. This kind of coaching can only happen on a bedrock of support, trust, and non-judgemental encouragement. Changing someone’s thinking can only happen in a very safe and secure environment. Read more details on Natalie Rivera.
Retaining Attention Spans: Employees’ shrinking attention span demands that organizations create content that keeps the audience engaged. While the traditional training method can’t really guarantee if the learner is really listening, regular interactions and conversations will ensure that the participant is paying attention to what is being taught. Information Retention: Making learners aware beforehand that there will be pop-up quizzes encourages them to pay attention and makes them more receptive to the information. Conducting impromptu quizzes and undertaking Q&A sessions in between the training will keep the trainees engaged and help in analyzing if they’ve thoroughly grasped and understood the content.
One of the most effective ways to use corporate training to drive enrollment in credit-bearing courses is to map the training to degree programs. This can be done by working with the academic unit to establish substitutions, or American Council on Education (ACE) evaluations. Using corporate training as a pipeline to credit-bearing courses requires some forethought. When developing corporate training look at the degree program correlation. For example, if you are training supervisors on conflict management they may want to know that you have a degree in organizational leadership.
I am Natalie Rivera, owner and founder of Well Within Coaching. I am dedicated to supporting you being the leader of your life. Approached your crossroads with curiosity and calm. What opportunities are being presented to you? What are all the facts? What do you really want? Your CHOICES are made from AWARENESS, CLARITY AND COURAGE. Source: https://www.well-within.org/.