I have a request of you – in the next 72 hours you find a hidden talent in three different people. Then make a request of each person to exploit the hidden talent in a way that dramatically supports his or her personal and/or professional growth. Do you accept this request, reject it or would you like to negotiate it?

The art of making a request is one of the 5 Core Coaching Skills within our 5/5/5 Coaching Skills Training Program™ framework. Of the five coaching skills we teach, I find that it is the skill of making a request that people latch on to because, I believe, of the power that a request holds.

We provide programs and resources for individuals and organizations wanting to learn transferable coaching skills in a simple, engaging and experiential way that can be used immediately in the work they do.

All programs and products from Coaching Out of the Box® are developed by ICF Master Certified Coaches who are leaders and pioneers in the field of professional coaching. Our development team is comprised of several global coaching educators who have trained thousands of professional coaches on every continent and have largely contributed to the spread of coaching around the world.

9 minute coaching demonstration with a Government administrator who is overwhelmed with her workload and unsure how to prioritize her projects working for three different

9 minute coaching demonstration of a Brand Director of an globally recognized publication wanting to move into developing new business growth areas.

7 minute coaching demonstration of a Tech Company business lead working on her personal brand and increasing her confidence to promote herself within the organization

A coaching skills practicum is really a laboratory where those who are coaching can experiment with what they FEEL is right versus what they THINK is right. It allows them to test their own natural style of coaching and try things they may not normally risk in other coaching situations. From there, feedback and course corrections are offered to help the coach take the coaching deeper, broader and farther. Without supervision and feedback on their coaching, coaches begin to operate in a vacuum. Habits can be formed that keep the coaching solution/performance focused and at a surface level. While this can be productive and effective, coachee’s will be missing the real power of coaching which is evolution focused and elicits sustainable and pivotal change.

12 minute coaching demonstration with a V.P of Human Resources for a bio pharmaceutical company who has a large organizational shift to roll out and

“Self-trust is the first secret of success”. – Ralph Waldo Emerson

Sometimes the hardest thing to do is to trust ourselves. Trust that we will make the right decision. Trust that under pressure we will do the right thing. Trust that when placed in a difficult situation that we will be able to cope. Trust that we will say the right thing at the right time. Trust that our coaching skills are good enough or that we are good coaches.

Key to building self trust is listening to our gut instincts; that little twinge deep inside that indicates the best direction or the thing to say in that moment. In coaching, when we ask the question that our gut is telling us to ask, 9 times out of 10 it is exactly what the coachee needs to be asked.

I had the pleasure to sit down with Stephen M.R. Covey last week to discuss the importance of trust and how it can cut through the noise and clutter in today’s economy.

Here is a short clip after our interview which appeared in the Telegraph Journal May 17, 2012. (full interview below) (Sorry for the wobbly camera at the beginning, either to much coffee or my nerves getting the best of me.) 🙂

Sponsor I mentioned

Coaching Out of the Box® – 5/5/5 Coaching Skills Training Program™ is the training programs of training programs for business executives and managers who want to enhance their coaching skills and build TRUST within their organization. Find out more about the training.

PS – Don’t forget to check out the UNB Fall Seminar, FranklinCovey’s Leading at the Speed of Trust on September 20th.

“You can do it! I believe in you!”

“Hey Jim, job well done on that project!”

“Wow! What an awesome insight!”

Aaahhh, words of encouragement. One of the many highlights of being a coach is genuinely encouraging our teams and individual coachees. In doing so, we get to be their cheerleaders or champions for their cause (minus the pom-poms and short, shorts), witness their faces light up, or hear the lift in their voices when told that what they are doing or who they are is really awesome!! What could be better? Seriously.

Are you Curious? In your normal every day conversations, do you ask before you tell? Or, do you have the impulse to automatically share your opinion or give a solution, when an issue is presented? If you tend to tell, before ask, you are like most of us in the world; ‘knowing’ answers and having experiences that we filter all of our listening through, and then quickly offering these in support of others, without much further exploration (or curious inquiry).

Now let’s take that impulse and filter it through coaching. In a coach approach to communication, it is an absolute must to stretch our curiosity muscles and become explorers: To step out of our own knowing, and with curious questions, dig for gold in the inherent wisdom of a coachee. The interesting thing is, that the more we are in curious inquiry, the more the coachee comes up with new insights and answers!

Listening is one of the most powerful core competencies of coaching. I’ve often told learners who are new to coaching if they can’t remember the five coaching skills in our model, just remember to listen! That in itself is tremendously powerful.

When coaches move beyond the novice stage and into a more experienced level, there are a number of factors that raise the bar in their efficacy. It all begins with listening. The coach expands their capacity to hear beyond the words and listen on multiple levels. It’s what I like to call full sensory listening. What does this mean exactly? Some of it is metaphoric and some of it is very real to the senses. Let’s break it down:

Just for a moment think of a conversation where you felt you were truly being listened to. Remember how it felt, the impact it had on you and on the conversation. Did you feel safe to share? Did you feel valued? Did you feel inspired to take action?

One of the greatest gifts we can give others, especially our coachees, is the time and the space to be listened to, really listened to. Listening to another, not just hearing the words, but really engaging with what and how the person is sharing…

Today we had a good conversation about the value of questions in the coaching exchange. The following is a compilation of what came out of that conversation. Our hope is that you continue the conversation by sharing this post and commenting with YOUR beliefs about questions.

The Coaching Out of The Box® team got together for a planning meeting and got into a good conversation about employee motivation. What follows is the thoughts we had and we would love to see you add to the list!