Hier erfahren Sie, wie Sie Life-Coaching-Prinzipien integrieren können, um Mitarbeiter innovativ einzubinden.

Building trust is very important whether at workplace or otherwise. As a life coach, we need to make sure that environment at workplace should be such that employees feel safe and free to express themselves without any fear of judgement or retaliation. Show them that you care and are truly interested in them, their well-being and also their ideas and opinions. This will lead to more healthy, supportive and productive workplace where employees take complete ownership of their work, come up with creative solutions, are more efficient, have increased job satisfaction and further improve employee engagement.

Building trust goes beyond creating a safe environment; it involves active listening and consistent actions. As a leader, demonstrate reliability by following through on promises and being transparent about decisions. Encourage team members to take risks and celebrate their efforts, not just their successes. This approach not only fosters open communication but also empowers employees to take initiative and innovate without fear. When trust is embedded in the team's culture, it transforms into a powerful driver of engagement, creativity, and collective success.

Indeed by integrating life coaching principles, one can create an engaging, supportive, and dynamic workplace that motivates and empowers employees to reach their full potential. As a life coach, one of the most important principle is to teach employees how to take 100% responsibility of the their actions and reactions. Instilling the principle of taking 100% responsibility encourages employees to own their actions and outcomes, leading to greater accountability and proactivity.

It is important to build trust. Team building and employee engagement is needed. I can help you build confidence. Apply for my life coaching at igcentre.org

A good life coach should be considerate and appreciative of their employees, staff, and faculty. They should address and resolve workplace issues, ensuring a positive and non-toxic environment. It's important to avoid forming cliques and engaging in office politics, and to refrain from criticizing those who do not participate in such activities.

Creo que los principios indicados son del todo adecuados; sin embargo, sostengo la necesidad que los empleados entiendan el porque de lo que se hace, convencer de la necesidad de realizarlo y efectuarlo bien. En mi campo, que es del todo desconocido por la mayoría, dar a conocer la importancia y trascendencia del trabajo realizado es una manera de comprometer al personal.

Respecto de ofrecer apoyo, un posible aspecto es con las personas recién incorporadas a la organización. En efecto, es el apoyo en el lugar de trabajo, en el que el aprendiz recibe la preparación y se le explica la tarea; luego, el aprendiz realiza dicha tarea y el coach le hace seguimiento.

In my experience, people get motivated and engage when there is a clear understanding on how they can learn and grow. Allowing people to dedicate as little as 10% of their time to a project or activity that is a real need for the organization, and at the same time aligns with their passions or their desired learning path, creates a great drive to succeed, excel and strong engagement. Understanding what motivates your team, is key. I encourage my clients to invest in having quality and frequent 1:1s focused on growth and motivation with their teams. Also engage in conversations aimed to explore people passions as they walk through the workplace. The closer you are to your team, the better you can understand them.

Muy importante es el crecimiento vertical, mediante agregación de valor de tal forma de preparar al colaborador para asumir desafíos de mayor responsabilidad. El método "Grow" puede ser una herramienta muy útil para tomar conciencia y asumir la responsabilidad del desafío requerido para el futuro ascenso dentro de la organización.

Adicionalmente, contrastar esta información con la autopercepción que tiene la persona sobre sí misma. Puede ocurrir que las fortalezas o áreas de mejora que le hemos presentado no sean identificadas, por lo tanto, creo relevante invitarla a observarse en los próximos días para integrar estos nuevos elementos a su repertorio de conductas y actitudes, fortaleciendo su identidad.

It is important to discuss the feedback areas and a preferred method of delivery with an employee beforehand. This way you are building a partnership in which both parties are clear on the goals and the process of achieving them, which minimizes the awkwardness and misunderstanding.

Implement a formal recognition program that acknowledges employees hard work and achievements. This could include employee of the month awards, quarterly recognition ceremonies, or peer-to-peer recognition programs. Celebrate success publicly by sharing accomplishments in team meetings, company newsletters, or social media. This not only boosts the morale of the employees being recognized but also motivates others to strive for excellence. Provide tangible rewards and incentives for outstanding performance, such as bonuses, gift cards, or extra paid time off. These rewards can serve as positive reinforcement and encourage employees to continue their hard work.

The true power of coaching is in helping people tap into their sense of identity and purpose for motivation and resilience. Coaching, as opposed to mentoring, does not involve telling people what to do. It helps them broaden their perspectives so that they are empowered to find solutions on their own. Coaches do that through asking open-ended questions. Some of examples include: - Who are you becoming as a result of this project? - How would someone else in your shoes solve a problem? - How would you like to be perceived as a result of your work?