SF Coaching Discussions - SOLWorld2024-03-29T08:16:29Zhttps://solworld.ning.com/group/sfcoaching/forum?feed=yes&xn_auth=noWould you like to write an article for eO+P magazine special issue on Coaching and Organisational Development?tag:solworld.ning.com,2010-07-09:2102269:Topic:261832010-07-09T08:45:31.759ZPaul Z Jacksonhttps://solworld.ning.com/profile/PaulZJackson
<p align="center" class="MsoNormal" style="TEXT-ALIGN: center; MARGIN: 0cm 0cm 0pt"><span style="FONT-FAMILY: Arial; FONT-SIZE: 14pt; mso-ansi-language: EN-GB; mso-bidi-font-size: 12.0pt; mso-bidi-font-family: 'Times New Roman'"><font color="#000000">An invitation to write for <i style="mso-bidi-font-style: normal">e-O&P</i>, Vol 17, No 4, November 2010…</font></span></p>
<p class="MsoNormal" style="MARGIN: 0cm 0cm 0pt"></p>
<p style="TEXT-ALIGN: center; MARGIN: 0cm 0cm 0pt" class="MsoNormal" align="center"><span style="FONT-FAMILY: Arial; FONT-SIZE: 14pt; mso-ansi-language: EN-GB; mso-bidi-font-size: 12.0pt; mso-bidi-font-family: 'Times New Roman'"><font color="#000000">An invitation to write for <i style="mso-bidi-font-style: normal">e-O&P</i>, Vol 17, No 4, November 2010</font></span></p>
<p style="MARGIN: 0cm 0cm 0pt" class="MsoNormal"><span style="FONT-FAMILY: Arial; FONT-SIZE: 10pt; mso-ansi-language: EN-GB; mso-bidi-font-size: 12.0pt; mso-bidi-font-family: 'Times New Roman'"><font color="#000000"> </font></span></p>
<p style="TEXT-ALIGN: center; MARGIN: 0cm 0cm 0pt" class="MsoNormal" align="center"><b style="mso-bidi-font-weight: normal"><i style="mso-bidi-font-style: normal"><span style="FONT-FAMILY: Arial; FONT-SIZE: 14pt; mso-ansi-language: EN-GB; mso-bidi-font-size: 12.0pt; mso-bidi-font-family: 'Times New Roman'"><font color="#000000">‘Coaching as organisational development’</font></span></i></b></p>
<p style="MARGIN: 0cm 0cm 0pt" class="MsoNormal"><span style="FONT-FAMILY: Arial; FONT-SIZE: 10pt; mso-ansi-language: EN-GB; mso-bidi-font-size: 12.0pt; mso-bidi-font-family: 'Times New Roman'"><font color="#000000"> </font></span></p>
<p style="LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto" class="MsoNormal"><b style="mso-bidi-font-weight: normal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt" lang="EN-US" xml:lang="EN-US"><font color="#000000">Do you have a good story to tell about coaching as an important strand in organisational development?</font></span></b></p>
<p style="LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt" class="MsoNormal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt; mso-bidi-font-family: 'Times New Roman'" lang="EN-US" xml:lang="EN-US"><font color="#000000">Coaching is now well-established as a profession and as a type of intervention.<span style="mso-spacerun: yes"> </span> What roles does coaching play in management education and organisational development (OD)?</font></span></p>
<p style="LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt" class="MsoNormal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt; mso-bidi-font-family: 'Times New Roman'" lang="EN-US" xml:lang="EN-US"><font color="#000000"> </font></span></p>
<p style="LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt" class="MsoNormal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt; mso-bidi-font-family: 'Times New Roman'" lang="EN-US" xml:lang="EN-US"><font color="#000000">This issue of eO+P sets out to discover how, where and to what effect coaching serves OD.</font></span></p>
<p style="TEXT-ALIGN: justify; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt; mso-layout-grid-align: none" class="MsoNormal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt" lang="EN-US" xml:lang="EN-US"><font color="#000000"> </font></span></p>
<p style="TEXT-ALIGN: justify; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt; mso-layout-grid-align: none" class="MsoNormal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt" lang="EN-US" xml:lang="EN-US"><font color="#000000">We are looking for contributions from anyone who has a good story to tell that will help to enhance our practice and our understanding of this topic.<span style="mso-spacerun: yes"> </span> <span style="mso-bidi-font-style: italic; mso-bidi-font-weight: bold">Contributions might consist of articles between</span> 1,000 - 3,000 words (plus pictures), or you might submit relevant book reviews, interviews or vignettes.</font></span></p>
<p style="TEXT-ALIGN: justify; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt; mso-layout-grid-align: none" class="MsoNormal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt" lang="EN-US" xml:lang="EN-US"><font color="#000000"> </font></span></p>
<p style="TEXT-ALIGN: justify; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt; mso-layout-grid-align: none" class="MsoNormal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt" lang="EN-US" xml:lang="EN-US"><font color="#000000">Whether you are a coach, a consultant, a manager or an academic, you may have a valuable perspective to share.<span style="mso-spacerun: yes"> </span> Topics might include:</font></span></p>
<p style="TEXT-ALIGN: justify; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt; mso-layout-grid-align: none" class="MsoNormal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt" lang="EN-US" xml:lang="EN-US"><font color="#000000"><span style="mso-tab-count: 1"> </span> Creating a coaching culture</font></span></p>
<p style="TEXT-ALIGN: justify; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt; mso-layout-grid-align: none" class="MsoNormal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt" lang="EN-US" xml:lang="EN-US"><font color="#000000"><span style="mso-tab-count: 1"> </span> Coaching and organizational leadership</font></span></p>
<p style="TEXT-ALIGN: justify; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt; mso-layout-grid-align: none" class="MsoNormal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt" lang="EN-US" xml:lang="EN-US"><font color="#000000"><span style="mso-tab-count: 1"> </span> Who coaches who:<span style="mso-spacerun: yes"> </span> where, when and why?</font></span></p>
<p style="TEXT-ALIGN: justify; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt; mso-layout-grid-align: none" class="MsoNormal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt" lang="EN-US" xml:lang="EN-US"><font color="#000000"><span style="mso-tab-count: 1"> </span> Selecting the right coaches for the right developments</font></span></p>
<p style="TEXT-ALIGN: right; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt" class="MsoNormal" align="right"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt" lang="EN-US" xml:lang="EN-US"><font color="#000000"> </font></span></p>
<ul style="MARGIN-TOP: 0cm" type="circle">
<li style="TEXT-ALIGN: justify; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt; tab-stops: list 36.0pt; mso-list: l2 level1 lfo3; mso-layout-grid-align: none" class="MsoNormal"><font color="#000000"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt; mso-fareast-font-family: 'Arial Unicode MS'" lang="EN-US" xml:lang="EN-US">Please send me a brief outline of your provisional ideas (a couple of paragraphs will be fine) <b style="mso-bidi-font-weight: normal">by 19 July</b>, so we can clarify our shared expectations.<span style="mso-spacerun: yes"> </span></span> </font></li>
<li style="TEXT-ALIGN: justify; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt; tab-stops: list 36.0pt; mso-list: l2 level1 lfo3; mso-layout-grid-align: none" class="MsoNormal"><font color="#000000"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt; mso-fareast-font-family: 'Arial Unicode MS'" lang="EN-US" xml:lang="EN-US">As you develop your article we will keep in touch with each other.</span></font></li>
<li style="TEXT-ALIGN: justify; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt; tab-stops: list 36.0pt; mso-list: l2 level1 lfo3; mso-layout-grid-align: none" class="MsoNormal"><font color="#000000"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt; mso-fareast-font-family: 'Arial Unicode MS'" lang="EN-US" xml:lang="EN-US">The editorial team will read your completed draft and offer helpful feedback.<span style="mso-spacerun: yes"> </span></span> </font></li>
<li style="TEXT-ALIGN: justify; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt; tab-stops: list 36.0pt; mso-list: l2 level1 lfo3; mso-layout-grid-align: none" class="MsoNormal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt" lang="EN-US" xml:lang="EN-US"><font color="#000000">Once accepted, the final version of your article will be converted into pdf format for you to check before it appears on the AMED website.<span style="mso-spacerun: yes"> </span></font></span></li>
<li style="TEXT-ALIGN: justify; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt; tab-stops: list 36.0pt; mso-list: l2 level1 lfo3" class="MsoNormal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt" lang="EN-US" xml:lang="EN-US"><font color="#000000">By 30 November, we will post articles both as individual pieces and as part of a collection in a special themed volume of <i style="mso-bidi-font-style: normal">e-O&P</i> on the AMED website</font> <a href="http://www.amed.org.uk/"><font color="#800080">www.amed.org.uk</font></a><font color="#000000">.</font></span></li>
</ul>
<p style="TEXT-ALIGN: justify; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt" class="MsoNormal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt; mso-bidi-font-size: 12.0pt; mso-bidi-font-family: 'Times New Roman'" lang="EN-US" xml:lang="EN-US"><font color="#000000">Please feel free to <span style="mso-bidi-font-style: italic; mso-bidi-font-weight: bold">contact me first if you have any questions, concerns or suggestions.<span style="mso-spacerun: yes"> </span></span> Thank you for your interest, and best wishes for achieving the influence you desire through writing.</font></span></p>
<p style="TEXT-ALIGN: center; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt" class="MsoNormal" align="center"><font color="#000000"><b style="mso-bidi-font-weight: normal"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt; mso-ansi-language: EN-GB">Paul Z Jackson,</span></b> <span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt; mso-ansi-language: EN-GB">Guest Editor</span></font></p>
<p style="TEXT-ALIGN: center; LINE-HEIGHT: 150%; MARGIN: 0cm 0cm 0pt" class="MsoNormal" align="center"><span style="LINE-HEIGHT: 150%; FONT-FAMILY: Arial; FONT-SIZE: 10pt; mso-ansi-language: DE" lang="DE" xml:lang="DE"><font color="#000000">Tel:<span style="mso-spacerun: yes"> </span> 07973 953586, e-mail:<span style="mso-spacerun: yes"> </span> paul@impro.org.uk</font></span></p> Kegan's Immunity to Change. Has anyone read it?tag:solworld.ning.com,2009-12-27:2102269:Topic:187352009-12-27T00:09:44.791ZPhillip Zieglerhttps://solworld.ning.com/profile/PhillipZiegler
While I am firmly rooted in the SF coaching camp I am always open to interesting approaches to working more purposefully with people's conceptual/assumption blocks--noetic filters that limit how they see and what they think is possible. This is an interesting book with interesting ideas about ways of working that other side of the solution/problem as a both/and rather than either/or approach to helping people bring about desired change. Guess I am a solution focused therapist always open to…
While I am firmly rooted in the SF coaching camp I am always open to interesting approaches to working more purposefully with people's conceptual/assumption blocks--noetic filters that limit how they see and what they think is possible. This is an interesting book with interesting ideas about ways of working that other side of the solution/problem as a both/and rather than either/or approach to helping people bring about desired change. Guess I am a solution focused therapist always open to expanding the lenses. SF in a Library Settingtag:solworld.ning.com,2009-12-08:2102269:Topic:185512009-12-08T20:57:01.957ZRamu Iyerhttps://solworld.ning.com/profile/RamuIyer
I am currently volunteering in the library at an elementary school. The school principal has communicated to the teachers that children who wish to spend 30 minutes in the library must bring one or more of the following: a book, paper and art supplies or games (LegoBlocks). The librarian discourages any child from browsing in the library (somewhat of a contradiction). When a curious child is drawn towards the shelf, the librarian almost rebukes them and sends the child back to her classroom…
I am currently volunteering in the library at an elementary school. The school principal has communicated to the teachers that children who wish to spend 30 minutes in the library must bring one or more of the following: a book, paper and art supplies or games (LegoBlocks). The librarian discourages any child from browsing in the library (somewhat of a contradiction). When a curious child is drawn towards the shelf, the librarian almost rebukes them and sends the child back to her classroom with a request to bring a book or art work or games.<br />
<br />
As a volunteer, I am currently refereeing the students and preserving the "status quo" imposed by the librarian. There is an opportunity to change minds of the librarian as well as the teachers in a SF way so that the system can support the creativity and spontaneity of the child that wanders into the library.<br />
<br />
Feel free to chime in if you have any SF ideas that I can incorporate and become a more active volunteer.<br />
<br />
Thanks in advance. PRACTITIONER RESEARCH -invitation to shed some lighttag:solworld.ning.com,2009-12-06:2102269:Topic:185212009-12-06T12:13:25.009ZElta Boshardhttps://solworld.ning.com/profile/EltaBoshard
South Africa will be hosting the Rainbow Convention in 2010 (apropos Global Coaching Convention)<br />
Here's the link: <a href="http://gccweb.ning.com/group/rainbowconvention">http://gccweb.ning.com/group/rainbowconvention</a><br />
I am a Research POD leader.<br />
Inquiry: Exploring Solution Focused Reflecting Team as a Supervision methodology for Coaches and Mentors for sustainable Continuing Professional Development– A Solution-Focused, Reflective Team Script for Coaches’ in Supervision in a Constantly…
South Africa will be hosting the Rainbow Convention in 2010 (apropos Global Coaching Convention)<br />
Here's the link: <a href="http://gccweb.ning.com/group/rainbowconvention">http://gccweb.ning.com/group/rainbowconvention</a><br />
I am a Research POD leader.<br />
Inquiry: Exploring Solution Focused Reflecting Team as a Supervision methodology for Coaches and Mentors for sustainable Continuing Professional Development– A Solution-Focused, Reflective Team Script for Coaches’ in Supervision in a Constantly Changing Environment<br />
To get some momentum going I created a forum - link: <a href="http://enablers.ning.com/group/agiftofcoaching/forum/topics/practitioner-research">http://enablers.ning.com/group/agiftofcoaching/forum/topics/practitioner-research</a><br />
If you would be interested I posted the questions that keep me awake at night, namely<br />
THEMES THAT KEEP ME AWAKE AT NIGHT:<br />
--Define professional self development<br />
--How do you establish which coaches are willing to be supervised? By Attitude, Maturity, ???<br />
--which variables are prevalent in the present? -re this field-<br />
--what are the collective needs and realities at this time?<br />
-- issues like trust and integrity…..<br />
--knowledge exchanges???<br />
-- establish coping with specific focus in the field, or random??<br />
--who is the sample? How large is large enough and expanded to extrapolate findings?<br />
--how will data be collected? E.g. individual and group interviews?<br />
--what instrument will be used? E.g. Questionnaires???<br />
--are all respondents open to this investigation<br />
--have they / are they going to been prepared?<br />
--ethics and valid instruments as a concern??<br />
I feel stuck - or rather let me say - I have some doubts about this. I do appreciate that we are all very busy but would really appreciate some thoughts from you - just to get me going.<br />
Kind regards,<br />
Elta Mobbing and the SOL- Approachtag:solworld.ning.com,2009-10-12:2102269:Topic:182182009-10-12T18:47:32.592ZAndreas Tenhagenhttps://solworld.ning.com/profile/AndreasTenhagen
I´m very interested to use solutionfocused-coaching for people suffering from mobbing.<br />
<br />
I think especially this approach could be very successful........, what experience have you with programms like "no blame approach" or any other ideas?<br />
<br />
love to hear<br />
<br />
Thanks<br />
<br />
Andreas
I´m very interested to use solutionfocused-coaching for people suffering from mobbing.<br />
<br />
I think especially this approach could be very successful........, what experience have you with programms like "no blame approach" or any other ideas?<br />
<br />
love to hear<br />
<br />
Thanks<br />
<br />
Andreas SF coaching group update SOL World 2009 conference Texeltag:solworld.ning.com,2009-05-20:2102269:Topic:152952009-05-20T08:50:33.599ZJanine Waldmanhttps://solworld.ning.com/profile/JanineWaldman
Present: Stephanie v. Bidder, Loraine Kennedy, Penny West, Monica Strickler, Eva Porpacz, Doris Regele, Barbel Hess, Netti Kutsche-roch, Petra Muller-Demory, Janine Waldman.<br />
<br />
A Texel we were given the opporunity to discuss how we might build and develop further the coaching group. Below is a brief summary of our discussion.<br />
<br />
What we want...<br />
<br />
A support and learning group for SF coaches<br />
More sharing of ideas, information, tools and resources<br />
The sharing of tips and success stories<br />
Resources/tools…
Present: Stephanie v. Bidder, Loraine Kennedy, Penny West, Monica Strickler, Eva Porpacz, Doris Regele, Barbel Hess, Netti Kutsche-roch, Petra Muller-Demory, Janine Waldman.<br />
<br />
A Texel we were given the opporunity to discuss how we might build and develop further the coaching group. Below is a brief summary of our discussion.<br />
<br />
What we want...<br />
<br />
A support and learning group for SF coaches<br />
More sharing of ideas, information, tools and resources<br />
The sharing of tips and success stories<br />
Resources/tools posted on the site<br />
Peer support - responses to requests for help and ideas with coaching clients.<br />
Asking for written responses to requests, or if the coach would like a conversation post a request for a Skype call where those willing and available would join in.<br />
<br />
Requests for help and topics raised at the Texel meeting included:<br />
<br />
The what and how of contracting with individuals and managers<br />
How to involve the client’s manager in the coaching process.<br />
Help with an immediate coaching session (Penny W)<br />
How internal coaching pools in organisations work<br />
The difference between SF & other coaching COACHING SUPERVISION AND BOUNDARIEStag:solworld.ning.com,2009-05-16:2102269:Topic:143422009-05-16T13:20:04.934ZElta Boshardhttps://solworld.ning.com/profile/EltaBoshard
Hello All<br />
I find it difficult to communicate clearly with some coaches about 'boundaries'. Could it be that I am unaware of my own 'blind-spots'?<br />
I recently had a supervision experience where the client - a very new coach- may have felt the need to 'attack' … by becoming very defensive (and I guess I briefly felt attacked too) especially when I found myself in corner of being coached by my client. Awkward, but lots to learn from this!<br />
I want to hear from the members here:<br />
Are any of you doing…
Hello All<br />
I find it difficult to communicate clearly with some coaches about 'boundaries'. Could it be that I am unaware of my own 'blind-spots'?<br />
I recently had a supervision experience where the client - a very new coach- may have felt the need to 'attack' … by becoming very defensive (and I guess I briefly felt attacked too) especially when I found myself in corner of being coached by my client. Awkward, but lots to learn from this!<br />
I want to hear from the members here:<br />
Are any of you doing supervision with coaches?<br />
How do you go about it in the SF way?<br />
What would you do if a supervisee attempts to change roles and tries to coach you?<br />
I am asking this because I am a POD Leader for Next year’s Global Coaching Convention --- here in South Africa and will do more coaching of coaches that ever before…<br />
(Want to know more please feel free to ask – invitation to follow later)<br />
Thank you for all the good input I am hoping for.<br />
Elta "Miracle" Questionstag:solworld.ning.com,2008-06-12:2102269:Topic:39952008-06-12T11:20:36.178ZCraig Kennedyhttps://solworld.ning.com/profile/CraigKennedy
Hello All<br />
As a long-time coach, but relative "newbie" to SF, I'm interested in gathering variations on the "Miracle" question. I appreciate the power of the "traditional" question and have had good luck with it, but there are times and contexts when it feels like a slightly different wording is called for. Some variations I've come across include:<br />
"Imagine you are performing more effectively. What are you actually doing?" and "What would you be doing if your new behavior was working"?<br />
I'm sure…
Hello All<br />
As a long-time coach, but relative "newbie" to SF, I'm interested in gathering variations on the "Miracle" question. I appreciate the power of the "traditional" question and have had good luck with it, but there are times and contexts when it feels like a slightly different wording is called for. Some variations I've come across include:<br />
"Imagine you are performing more effectively. What are you actually doing?" and "What would you be doing if your new behavior was working"?<br />
I'm sure there are many more. Would love to generate a "pool" of great questions from amongst the wisdom out there in the group!<br />
Thanks<br />
Craig Confrontation lovers vs SFtag:solworld.ning.com,2008-06-06:2102269:Topic:35712008-06-06T07:35:05.817ZLiselotte Baeijaerthttps://solworld.ning.com/profile/LiselotteBaeijaert
Maybe you have met them in your coach training courses as well: the "confrontation" lovers! They get really nervous when we talk about complimenting coachees, look for resources, address them in their resources first and talk about challenges instead of weaknesses, lack of skills, mistakes.<br />
<br />
They prefer 'confrontation'..... ! (And they claim to be very successful when they 'confront' their coachees.) I explain that most people learn more if they are encouraged rather than criticized,…
Maybe you have met them in your coach training courses as well: the "confrontation" lovers! They get really nervous when we talk about complimenting coachees, look for resources, address them in their resources first and talk about challenges instead of weaknesses, lack of skills, mistakes.<br />
<br />
They prefer 'confrontation'..... ! (And they claim to be very successful when they 'confront' their coachees.) I explain that most people learn more if they are encouraged rather than criticized, (explaining the fight/fight reaction, reptilian brain etc..) But if it works with their clients that's fine, they probably do something that works.<br />
<br />
I am curious: maybe SF coaching is not suitable for people who have a different style and it would not be authentic for them to coach in an SF way? What do you do when they are in your course?<br />
<br />
Liselotte Learning Know-How from Otherstag:solworld.ning.com,2008-05-30:2102269:Topic:30492008-05-30T10:00:34.223ZShakyahttps://solworld.ning.com/profile/Shakya
A client was talking about how lacking he was in a particular skill, comparing himself to one of his colleagues. Naturally I heard this as an example of Know-How being present in others, and asked him more about what his colleague did which worked so well.<br />
But now the question: how can he best go about learning from his colleague? Anyone got any tips or helpful experiences, either for him or for me, his coach?
A client was talking about how lacking he was in a particular skill, comparing himself to one of his colleagues. Naturally I heard this as an example of Know-How being present in others, and asked him more about what his colleague did which worked so well.<br />
But now the question: how can he best go about learning from his colleague? Anyone got any tips or helpful experiences, either for him or for me, his coach?