Personal Coaching’s Post

Assessment based coaching uses tools to understand an individual's skills, mindset, and development areas, allowing personalization of coaching strategies. This method unlocks untapped potential within organizations and improves team performance.

Stages of Coaching Maturity We had a great webinar session a few weeks back about how to increase quota attainment with Coaching. One key concept that we talked about was the levels of maturity when it comes to coaching. Thinking of things through a maturity curve can help you get started so you don’t get bogged down by trying to start with a fully built-out program. Here are the key stages of a coaching program 1️⃣ Call Reviews - Don’t know where to start? Just listen to a few recent calls from your team and send them feedback. It’s the easiest way to get started to build a coaching culture. 2️⃣ Call Curation - When you have a large team you need some structure and organization around your calls. Start by creating some specific playlists to organize calls. Things like “Best Objection Handling”, “Competitor Mentions” and “Pricing Discussions” will help you to organize calls for future coaching and for others to refer back to and learn from. 3️⃣ Date-Driven Coaching - Do you know how many questions people are asking on calls? What’s the average talk time for your CSM’s compared to the talk time of customers? There are so many metrics you can track that help you to see if people are being consultative and driving the right engagement during a meeting. 4️⃣ Call Scoring - Having a Scorecard Rubric for your team is helpful for them to see WHERE and HOW to improve. When you tell them the Discovery of a call was a 3/5 and here’s what a 3 really means plus here’s where a 4 and a 5 rating would be it helps them to see where the bar is set and how to hit the top. 5️⃣ Automated AI Call Scoring - The final stage is using AI to help you find the needle in the haystack. AI won’t be taking over your job as a coach but it can help to showcase the trends within your teams calls. Once you’ve seen key trends that you want to improve upon you can then dive in deeper with people in 1:1’s or team meetings to provide feedback and coach on where to improve. If you missed our webinar session, check out the link in the comments for the recording. Don’t forget to add your thoughts in the comments so we can discuss 💬

A few steps to consider to implement an effective executive coaching program for your team: https://ow.ly/WZ1s50RRKr4 #CSuite #ExecutiveCoach #LeadershipCoach

How do you handle your coaching conversations? BRODYpro sees coaching as a process—not a one-time event—which consists of 3 steps: 1. Preparation – When planning your conversation, begin with the end in mind. What is the desired outcome for your conversation with this employee? 2. Dialogue – Promote dialogue during the meeting. Ask questions and solicit feedback. While you will share feedback about your employee’s performance, try to listen more than you talk. 3. Follow-up – After each meeting, follow-up about on-the-job application. Reinforce positive actions. If you observe no changes, confirm alignment on what was discussed. Offer supportive but constructive feedback if an employee tried but was unsuccessful in implementing a new behavior. Day-to-day coaching is the key to creating a coaching culture. It means staying tuned into your team so you can regularly reinforce or redirect. Learn more about The Coaching Process here: https://bit.ly/41gvMgw #coachingtips #coachingconversations

How do you handle your coaching conversations? BRODYpro sees coaching as a process—not a one-time event—which consists of 3 steps: 1. Preparation – When planning your conversation, begin with the end in mind. What is the desired outcome for your conversation with this employee? 2. Dialogue – Promote dialogue during the meeting. Ask questions and solicit feedback. While you will share feedback about your employee’s performance, try to listen more than you talk. 3. Follow-up – After each meeting, follow-up about on-the-job application. Reinforce positive actions. If you observe no changes, confirm alignment on what was discussed. Offer supportive but constructive feedback if an employee tried but was unsuccessful in implementing a new behavior. Day-to-day coaching is the key to creating a coaching culture. It means staying tuned into your team so you can regularly reinforce or redirect. Learn more about The Coaching Process here: https://bit.ly/41gvMgw #coachingtips #coachingconversations

Team Coaching is on the rise with a whopping 76% of companies surveyed stating they will be looking at team coaching as an option in the future. I pride myself on bringing value to my coaching practice so Team Coaching is a natural progression for The OnLegs Agency. I have been coaching teams for some time and I have recently completed an Accredited Advanced Diploma in Team Coaching. I feel Team coaching reaches places with Teams that training, mentoring and facilitation simply cannot, I have been present in the room to see this first hand. Team Coaching is not training Team Coaching is not facilitating The Team have the answers The Team know the way and choose the way. As a coach I listen 👂 to what the team are saying, I listen to what the team are NOT saying and I work with the team in the background to reach their Goals, stay accountable to their actions to deliver better outcomes and performance. Training and facilitation are very much needed as options for teams and coaching is NOT always the correct option for a team, but when a team are ready and willing to enter into a Team Coaching Process with open minds then the results can be truly transformative. If you would like to discuss the needs of your team to see if TEAM Coaching is the best option then reach out for a chat 💬 If you have tried training or facilitation but you feel your need need something more then Team Coaching could be a good fit for you. Info@theonlegsagency.co.uk

What are some agreements that we build with clients for coaching success? At Become, we embrace the importance of clear agreements aligned with the International Coach Federation (ICF) standards. Here are some examples of the agreements coaches make to ensure a harmonious and productive coaching session: 1. Confidentiality Commitment: Upholding the trust of the coaching relationship, coaches agree to maintain strict confidentiality, creating a safe space for clients to explore without reservation. 2. Goal Definition: Coaches collaborate with clients to define clear, achievable goals, setting the stage for focused and purposeful coaching conversations. 3. Timeline and Accountability: Establishing a timeline for goal achievement and allowing the client to be accountable ensures progress and momentum throughout the coaching journey. 4. Communication Preferences: Recognizing the importance of tailored communication, coaches agree to understand and honour the client's preferred communication style for effective dialogue. 5. Objective Feedback: Coaches commit to providing feedback as a tool for client growth, fostering an environment where feedback is viewed as a valuable catalyst for development. 7. Co-Creation of Strategies: Embracing collaboration, coaches and clients agree to co-create strategies, promoting active participation and ownership in the client in the coaching process.

The choice between team coaching and one-to-one coaching has emerged as a pivotal decision for individuals and organisations seeking ever-elusive growth. Which one should you choose? The answer is not a binary decision, says Matt Somers - Coaching Skills Training: https://ow.ly/gpGs50Qhh6c #coaching #teamcoaching #learningleaders

How leaders and their coaches describe outcomes of coaching for intentional change