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FAVORITE DEBRIEF QUESTIONS BY MARTHA LASLEY WANT TO USE THIS ARTICLE IN YOUR E-ZINE, BLOG OR WEB SITE? You can, as long as you include this: By Martha Lasley, a founder of Leadership that Works, an organization that develops extraordinary coaches and facilitators to support personal, organization and community transformation.Check out the free Power of Coaching teleclass.. For more articles like this, go to the Library for Transformation. 7 STEPS FOR DEVELOPING A COACHING CULTURE 7 Steps for Developing a Coaching Culture and get a solid return on your investment Coaching is no longer restricted to private conversations for the privileged few at the top. It’s not just a perk for rising stars. Today coaching is woven into the culture of the organization and impacts people at every level. The research is clear coaching improves performance, collaboration and DEBRIEFING MODELS BY MARTHA LASLEY 1: solo reflecting or writing or make a brief personal statement. 2: talking in pairs. 3: Whole group discussion. or in reverse order: All - 2 - 1. or to maximize the learning: 1 - 2 - All - 2 – 1. Greenaway also developed the Spinning Plates model that encourages deviation from the debrief process model. DIFFICULT CONVERSATIONS: AUTHENTIC COMMUNICATION LEADS TO Difficult Conversations: Authentic Communication Leads to Greater Understanding and Teamwork Lasley Martha Lasley (2005) Difficult Conversations: Authentic LOOKING FOR A QUICK BUSINESS ASSESSMENT CHECKLIST? Looking For A Quick Business Assessment Checklist? Originally published by Jacoby Most businesses could benefit from taking a critical look at their business from a strategic perspective. Answer the following business assessment checklist questions and gain some objective, actionable insight into your company. After you’ve read this post, check out our new business success calculator to A TRAUMA INFORMED COACHING MODEL A Trauma-Informed Coaching Model by Leslie Brown. Originally published in Coaching for Transformation. The air was thick with the energy that my client radiated as she described her most recent interaction withher supervisor.
DEBRIEFING LEARNING ACTIVITIES BY MARTHA LASLEY Debriefing Learning Activities by Martha Lasley When we debrief a learning activity, people can be utterly bored or deeply engaged. The key to engagement is to create time for reflection. People don't learn from experiential activities; they learn from reflecting on their experience. Too many facilitators get pressed for time and cut out the debriefing, but if we’re going to cut anything out USING THE GROW MODEL: COACHING IN ORGANIZATIONSBY LASLEY Using the GROW Model: Coaching in Organizations. Originally published in Coaching for Transformation. Although a few people have the initiative and support they need to take themselves to the top of their game, most people need a lot of help. A coaching culture empowers authentic, strong leadership at all levels of theorganization.
LEADERSHIP THAT WORKS 3 Ways to Work With Us: 1. Become a Certified Coach. Professional coach training awakens passion and expands cultural awareness. This coach certification program offers a holistic approach to personal and professional growth. FIVE PHASES OF ORGANIZATIONAL DEVELOPMENT BY LASLEY Coaching is often the entryway to organization development (OD) work. Stages of OD work include: Entry and Contracting. Sensing and Discovery. Diagnosis and Feedback. Planning Interventions and Action. Evaluation and Closure. As organization development consultants enter organizations to collect data, diagnose the organization’s needs,design
FAVORITE DEBRIEF QUESTIONS BY MARTHA LASLEY WANT TO USE THIS ARTICLE IN YOUR E-ZINE, BLOG OR WEB SITE? You can, as long as you include this: By Martha Lasley, a founder of Leadership that Works, an organization that develops extraordinary coaches and facilitators to support personal, organization and community transformation.Check out the free Power of Coaching teleclass.. For more articles like this, go to the Library for Transformation. 7 STEPS FOR DEVELOPING A COACHING CULTURE 7 Steps for Developing a Coaching Culture and get a solid return on your investment Coaching is no longer restricted to private conversations for the privileged few at the top. It’s not just a perk for rising stars. Today coaching is woven into the culture of the organization and impacts people at every level. The research is clear coaching improves performance, collaboration and DEBRIEFING MODELS BY MARTHA LASLEY 1: solo reflecting or writing or make a brief personal statement. 2: talking in pairs. 3: Whole group discussion. or in reverse order: All - 2 - 1. or to maximize the learning: 1 - 2 - All - 2 – 1. Greenaway also developed the Spinning Plates model that encourages deviation from the debrief process model. DIFFICULT CONVERSATIONS: AUTHENTIC COMMUNICATION LEADS TO Difficult Conversations: Authentic Communication Leads to Greater Understanding and Teamwork Lasley Martha Lasley (2005) Difficult Conversations: Authentic LOOKING FOR A QUICK BUSINESS ASSESSMENT CHECKLIST? Looking For A Quick Business Assessment Checklist? Originally published by Jacoby Most businesses could benefit from taking a critical look at their business from a strategic perspective. Answer the following business assessment checklist questions and gain some objective, actionable insight into your company. After you’ve read this post, check out our new business success calculator to A TRAUMA INFORMED COACHING MODEL A Trauma-Informed Coaching Model by Leslie Brown. Originally published in Coaching for Transformation. The air was thick with the energy that my client radiated as she described her most recent interaction withher supervisor.
DEBRIEFING LEARNING ACTIVITIES BY MARTHA LASLEY Debriefing Learning Activities by Martha Lasley When we debrief a learning activity, people can be utterly bored or deeply engaged. The key to engagement is to create time for reflection. People don't learn from experiential activities; they learn from reflecting on their experience. Too many facilitators get pressed for time and cut out the debriefing, but if we’re going to cut anything out USING THE GROW MODEL: COACHING IN ORGANIZATIONSBY LASLEY Using the GROW Model: Coaching in Organizations. Originally published in Coaching for Transformation. Although a few people have the initiative and support they need to take themselves to the top of their game, most people need a lot of help. A coaching culture empowers authentic, strong leadership at all levels of theorganization.
FACILITATING TRANSFORMATION Organization Transformation Programs Unlock Talent and Potential. The most important resource in any organization is the people. Organizations are transformed as people are transformed. FAVORITE DEBRIEF QUESTIONS BY MARTHA LASLEY WANT TO USE THIS ARTICLE IN YOUR E-ZINE, BLOG OR WEB SITE? You can, as long as you include this: By Martha Lasley, a founder of Leadership that Works, an organization that develops extraordinary coaches and facilitators to support personal, organization and community transformation.Check out the free Power of Coaching teleclass.. For more articles like this, go to the Library for Transformation. FACILITATING TRANSFORMATION: 30 EXAMPLES OF GROUP Facilitating Transformation: 30 Examples of Group Facilitation Skills by Martha Lasley Originally published in Facilitating with Heart A wide range of skills gives us multiple options in any moment. To follow are 30 transformational facilitation skiils with examples. Acknowledging – helping people see things they may not see about their values or needs. Example: “It sounds like this groupMARTHA LASLEY
Martha Lasley, MBA “I get to work with movers, shakers and changemakers who have visions that rock! I love helping activists and social entrepreneurs to make their visions real.” As a founder of Leadership that Works, Martha has developed world-class programs and has taught coaching and facilitation to leaders across Europe, Asiaand the Americas.
DEBRIEFING LEARNING ACTIVITIES BY MARTHA LASLEY Debriefing Learning Activities by Martha Lasley When we debrief a learning activity, people can be utterly bored or deeply engaged. The key to engagement is to create time for reflection. People don't learn from experiential activities; they learn from reflecting on their experience. Too many facilitators get pressed for time and cut out the debriefing, but if we’re going to cut anything out DEBRIEFING MODELS BY MARTHA LASLEY 1: solo reflecting or writing or make a brief personal statement. 2: talking in pairs. 3: Whole group discussion. or in reverse order: All - 2 - 1. or to maximize the learning: 1 - 2 - All - 2 – 1. Greenaway also developed the Spinning Plates model that encourages deviation from the debrief process model. CULTURAL ASSESSMENT: AWARENESS OF CULTURE, POWER & PRIVILEGE Cultural Assessment: Awareness of Culture, Power and Privilege We continuously expand our capacity and deepen our awareness of culture, power and privilege. This self-assessment tool is for your own growth, so please be honest with yourself. As you read through the statements below, think of specific examples and situations. On a scale of 1-5, how satisfied are you with your demonstration orALTAF SHAIKH
Altaf Shaikh, PCC “I started off as a volunteer working with children and youth living on the streets of Mumbai, India in 1986. Life on the mean streets taught me the art of survival and the basics of human behaviour. My initial years were all about curiosity and discovery. I lived on the streets with the boys, got to know more about life on the streets and I also started discovering parts JOHNNY MANZON-SANTOS Johnny Manzon-Santos, PCC “At 16, I fell in love with my best friend and later ‘came out’ into a gay community decimated by AIDS. I keep a chronological list of the HIV-positive people I’ve lost, including #97, my former partner Bert Hunter who died in 2001. These s/heroes taught me about channeling rage, fighting shame and stigma, calling out systemic discrimination, and living with COACHING ETHICS BY MICHAEL WRIGHT by Michael Wright. Ethics are critical to protecting the integrity of the client, the service-provider, and the coaching profession at large. The International Coach Federation (ICF) maintains the most widely recognized Code of Ethics for the profession. This code provides the foundation for ethical decision making in coaching. LEADERSHIP THAT WORKS 3 Ways to Work With Us: 1. Become a Certified Coach. Professional coach training awakens passion and expands cultural awareness. This coach certification program offers a holistic approach to personal and professional growth. FIVE PHASES OF ORGANIZATIONAL DEVELOPMENT BY LASLEY Leadership that Works, Inc. | PO Box 224, Troy, PA USA | Phone: 570-297-3333 Email: info@leadershipthatworks.com FAVORITE DEBRIEF QUESTIONS BY MARTHA LASLEY WANT TO USE THIS ARTICLE IN YOUR E-ZINE, BLOG OR WEB SITE? You can, as long as you include this: By Martha Lasley, a founder of Leadership that Works, an organization that develops extraordinary coaches and facilitators to support personal, organization and community transformation.Check out the free Power of Coaching teleclass.. For more articles like this, go to the Library for Transformation. 7 STEPS FOR DEVELOPING A COACHING CULTURE 7 Steps for Developing a Coaching Culture and get a solid return on your investment Coaching is no longer restricted to private conversations for the privileged few at the top. It’s not just a perk for rising stars. Today coaching is woven into the culture of the organization and impacts people at every level. The research is clear coaching improves performance, collaboration and FACILITATING TRANSFORMATION: 30 EXAMPLES OF GROUP Facilitating Transformation: 30 Examples of Group Facilitation Skills by Martha Lasley Originally published in Facilitating with Heart A wide range of skills gives us multiple options in any moment. To follow are 30 transformational facilitation skiils with examples. Acknowledging – helping people see things they may not see about their values or needs. Example: “It sounds like this group DEBRIEFING LEARNING ACTIVITIES BY MARTHA LASLEY Debriefing Learning Activities by Martha Lasley When we debrief a learning activity, people can be utterly bored or deeply engaged. The key to engagement is to create time for reflection. People don't learn from experiential activities; they learn from reflecting on their experience. Too many facilitators get pressed for time and cut out the debriefing, but if we’re going to cut anything out A TRAUMA INFORMED COACHING MODEL A Trauma-Informed Coaching Model by Leslie Brown. Originally published in Coaching for Transformation. The air was thick with the energy that my client radiated as she described her most recent interaction withher supervisor.
LOOKING FOR A QUICK BUSINESS ASSESSMENT CHECKLIST? Looking For A Quick Business Assessment Checklist? Originally published by Jacoby Most businesses could benefit from taking a critical look at their business from a strategic perspective. Answer the following business assessment checklist questions and gain some objective, actionable insight into your company. After you’ve read this post, check out our new business success calculator to USING THE GROW MODEL: COACHING IN ORGANIZATIONSBY LASLEY Using the GROW Model: Coaching in Organizations. Originally published in Coaching for Transformation. Although a few people have the initiative and support they need to take themselves to the top of their game, most people need a lot of help. DIFFICULT CONVERSATIONS: AUTHENTIC COMMUNICATION LEADS TO Difficult Conversations: Authentic Communication Leads to Greater Understanding and Teamwork Lasley Martha Lasley (2005) Difficult Conversations: Authentic LEADERSHIP THAT WORKS 3 Ways to Work With Us: 1. Become a Certified Coach. Professional coach training awakens passion and expands cultural awareness. This coach certification program offers a holistic approach to personal and professional growth. FIVE PHASES OF ORGANIZATIONAL DEVELOPMENT BY LASLEY Leadership that Works, Inc. | PO Box 224, Troy, PA USA | Phone: 570-297-3333 Email: info@leadershipthatworks.com FAVORITE DEBRIEF QUESTIONS BY MARTHA LASLEY WANT TO USE THIS ARTICLE IN YOUR E-ZINE, BLOG OR WEB SITE? You can, as long as you include this: By Martha Lasley, a founder of Leadership that Works, an organization that develops extraordinary coaches and facilitators to support personal, organization and community transformation.Check out the free Power of Coaching teleclass.. For more articles like this, go to the Library for Transformation. 7 STEPS FOR DEVELOPING A COACHING CULTURE 7 Steps for Developing a Coaching Culture and get a solid return on your investment Coaching is no longer restricted to private conversations for the privileged few at the top. It’s not just a perk for rising stars. Today coaching is woven into the culture of the organization and impacts people at every level. The research is clear coaching improves performance, collaboration and FACILITATING TRANSFORMATION: 30 EXAMPLES OF GROUP Facilitating Transformation: 30 Examples of Group Facilitation Skills by Martha Lasley Originally published in Facilitating with Heart A wide range of skills gives us multiple options in any moment. To follow are 30 transformational facilitation skiils with examples. Acknowledging – helping people see things they may not see about their values or needs. Example: “It sounds like this group DEBRIEFING LEARNING ACTIVITIES BY MARTHA LASLEY Debriefing Learning Activities by Martha Lasley When we debrief a learning activity, people can be utterly bored or deeply engaged. The key to engagement is to create time for reflection. People don't learn from experiential activities; they learn from reflecting on their experience. Too many facilitators get pressed for time and cut out the debriefing, but if we’re going to cut anything out A TRAUMA INFORMED COACHING MODEL A Trauma-Informed Coaching Model by Leslie Brown. Originally published in Coaching for Transformation. The air was thick with the energy that my client radiated as she described her most recent interaction withher supervisor.
LOOKING FOR A QUICK BUSINESS ASSESSMENT CHECKLIST? Looking For A Quick Business Assessment Checklist? Originally published by Jacoby Most businesses could benefit from taking a critical look at their business from a strategic perspective. Answer the following business assessment checklist questions and gain some objective, actionable insight into your company. After you’ve read this post, check out our new business success calculator to USING THE GROW MODEL: COACHING IN ORGANIZATIONSBY LASLEY Using the GROW Model: Coaching in Organizations. Originally published in Coaching for Transformation. Although a few people have the initiative and support they need to take themselves to the top of their game, most people need a lot of help. DIFFICULT CONVERSATIONS: AUTHENTIC COMMUNICATION LEADS TO Difficult Conversations: Authentic Communication Leads to Greater Understanding and Teamwork Lasley Martha Lasley (2005) Difficult Conversations: Authentic FACILITATING TRANSFORMATION: 30 EXAMPLES OF GROUP Facilitating Transformation: 30 Examples of Group Facilitation Skills by Martha Lasley Originally published in Facilitating with Heart A wide range of skills gives us multiple options in any moment. To follow are 30 transformational facilitation skiils with examples. Acknowledging – helping people see things they may not see about their values or needs. Example: “It sounds like this groupMARTHA LASLEY
Martha Lasley, MBA “I get to work with movers, shakers and changemakers who have visions that rock! I love helping activists and social entrepreneurs to make their visions real.” As a founder of Leadership that Works, Martha has developed world-class programs and has taught coaching and facilitation to leaders across Europe, Asiaand the Americas.
DEBRIEFING MODELS BY MARTHA LASLEY Debriefing Models by Martha Lasley How do we add more variety in our debrief process? The same way we want variety in our coaching, the debriefing process is enhanced when we create space for the unexpected. If you’re tired of some version of “What did you learn?” let’s explore some other options. Several debriefing models follow. Thiagi: Sequencing the debrief How do you feel? What CULTURAL ASSESSMENT: AWARENESS OF CULTURE, POWER & PRIVILEGE Cultural Assessment: Awareness of Culture, Power and Privilege We continuously expand our capacity and deepen our awareness of culture, power and privilege. This self-assessment tool is for your own growth, so please be honest with yourself. As you read through the statements below, think of specific examples and situations. On a scale of 1-5, how satisfied are you with your demonstration or COACHING ETHICS BY MICHAEL WRIGHT WANT TO USE THIS ARTICLE IN YOUR E-ZINE, BLOG OR WEB SITE? You can, as long as you include this: Excerpt from Coaching for Transformation by Lasley, Kellogg, Michaels and Brown. As faculty at Leadership that Works, they certify coaches who offer personal, UNIQUE CHALLENGES IN THE SOCIAL SECTOR BY LASLEY, KELLOGG Unique Challenges in the Social Sector. Originally published in Coaching for Transformation. During the economic crisis of 2008, foundation endowments shrunk drastically and recovery has been slow. ASKING EMPOWERING QUESTIONS BY LASLEY, KELLOGG, MICHAELS Asking Empowering Questions Originally published in Coaching for Transformation. Despite conventional perceptions, coaches don’t give advice. The whole idea is to get people to consider their situation and come to solutions on their own. JOHNNY MANZON-SANTOS Johnny Manzon-Santos, PCC “At 16, I fell in love with my best friend and later ‘came out’ into a gay community decimated by AIDS. I keep a chronological list of the HIV-positive people I’ve lost, including #97, my former partner Bert Hunter who died in 2001. These s/heroes taught me about channeling rage, fighting shame and stigma, calling out systemic discrimination, and living with EXAMPLES OF LIMITING QUESTIONS BY LASLEY, KELLOGG WANT TO USE THIS ARTICLE IN YOUR E-ZINE, BLOG OR WEB SITE? You can, as long as you include this: Excerpt from Coaching for Transformation by Lasley, Kellogg, Michaels and Brown. As faculty at Leadership that Works, they certify coaches who offer personal, WHY IS CULTURAL AWARENESS IMPORTANT? BY LASLEY, KELLOGG Why is Cultural Awareness Important? Originally published in Coaching for Transformation. I think we have to own the fears that we have of each other, and then, in some practical way, some daily way, figure out how to see people differently than the way we were brought up to. LEADERSHIP THAT WORKS 3 Ways to Work With Us: 1. Become a Certified Coach. Professional coach training awakens passion and expands cultural awareness. This coach certification program offers a holistic approach to personal and professional growth. FIVE PHASES OF ORGANIZATIONAL DEVELOPMENT BY LASLEY Coaching is often the entryway to organization development (OD) work. Stages of OD work include: Entry and Contracting. Sensing and Discovery. Diagnosis and Feedback. Planning Interventions and Action. Evaluation and Closure. As organization development consultants enter organizations to collect data, diagnose the organization’s needs,design
7 STEPS FOR DEVELOPING A COACHING CULTUREART OF DEVELOPMENTAL COACHINGDEVELOPMENTAL COACHING MODEL 7 Steps for Developing a Coaching Culture and get a solid return on your investment Coaching is no longer restricted to private conversations for the privileged few at the top. It’s not just a perk for rising stars. Today coaching is woven into the culture of the organization and impacts people at every level. The research is clear coaching improves performance, collaboration and DEBRIEFING MODELS BY MARTHA LASLEY 1: solo reflecting or writing or make a brief personal statement. 2: talking in pairs. 3: Whole group discussion. or in reverse order: All - 2 - 1. or to maximize the learning: 1 - 2 - All - 2 – 1. Greenaway also developed the Spinning Plates model that encourages deviation from the debrief process model. A TRAUMA INFORMED COACHING MODEL A Trauma-Informed Coaching Model by Leslie Brown. Originally published in Coaching for Transformation. The air was thick with the energy that my client radiated as she described her most recent interaction withher supervisor.
ALTAF SHAIKH
Altaf Shaikh, PCC “I started off as a volunteer working with children and youth living on the streets of Mumbai, India in 1986. Life on the mean streets taught me the art of survival and the basics of human behaviour. My initial years were all about curiosity and discovery. I lived on the streets with the boys, got to know more about life on the streets and I also started discovering parts DEBRIEFING LEARNING ACTIVITIES BY MARTHA LASLEY Debriefing Learning Activities by Martha Lasley When we debrief a learning activity, people can be utterly bored or deeply engaged. The key to engagement is to create time for reflection. People don't learn from experiential activities; they learn from reflecting on their experience. Too many facilitators get pressed for time and cut out the debriefing, but if we’re going to cut anything out ASKING EMPOWERING QUESTIONS BY LASLEY, KELLOGG, MICHAELS Asking Empowering Questions Originally published in Coaching for Transformation. Despite conventional perceptions, coaches don’t give advice. The whole idea is to get people to consider their situation and come to solutions on their own. JOHNNY MANZON-SANTOS Johnny Manzon-Santos, PCC “At 16, I fell in love with my best friend and later ‘came out’ into a gay community decimated by AIDS. I keep a chronological list of the HIV-positive people I’ve lost, including #97, my former partner Bert Hunter who died in 2001. These s/heroes taught me about channeling rage, fighting shame and stigma, calling out systemic discrimination, and living with USING THE GROW MODEL: COACHING IN ORGANIZATIONSBY LASLEY Using the GROW Model: Coaching in Organizations. Originally published in Coaching for Transformation. Although a few people have the initiative and support they need to take themselves to the top of their game, most people need a lot of help. A coaching culture empowers authentic, strong leadership at all levels of theorganization.
LEADERSHIP THAT WORKS 3 Ways to Work With Us: 1. Become a Certified Coach. Professional coach training awakens passion and expands cultural awareness. This coach certification program offers a holistic approach to personal and professional growth. FIVE PHASES OF ORGANIZATIONAL DEVELOPMENT BY LASLEY Coaching is often the entryway to organization development (OD) work. Stages of OD work include: Entry and Contracting. Sensing and Discovery. Diagnosis and Feedback. Planning Interventions and Action. Evaluation and Closure. As organization development consultants enter organizations to collect data, diagnose the organization’s needs,design
7 STEPS FOR DEVELOPING A COACHING CULTUREART OF DEVELOPMENTAL COACHINGDEVELOPMENTAL COACHING MODEL 7 Steps for Developing a Coaching Culture and get a solid return on your investment Coaching is no longer restricted to private conversations for the privileged few at the top. It’s not just a perk for rising stars. Today coaching is woven into the culture of the organization and impacts people at every level. The research is clear coaching improves performance, collaboration and DEBRIEFING MODELS BY MARTHA LASLEY 1: solo reflecting or writing or make a brief personal statement. 2: talking in pairs. 3: Whole group discussion. or in reverse order: All - 2 - 1. or to maximize the learning: 1 - 2 - All - 2 – 1. Greenaway also developed the Spinning Plates model that encourages deviation from the debrief process model. A TRAUMA INFORMED COACHING MODEL A Trauma-Informed Coaching Model by Leslie Brown. Originally published in Coaching for Transformation. The air was thick with the energy that my client radiated as she described her most recent interaction withher supervisor.
ALTAF SHAIKH
Altaf Shaikh, PCC “I started off as a volunteer working with children and youth living on the streets of Mumbai, India in 1986. Life on the mean streets taught me the art of survival and the basics of human behaviour. My initial years were all about curiosity and discovery. I lived on the streets with the boys, got to know more about life on the streets and I also started discovering parts DEBRIEFING LEARNING ACTIVITIES BY MARTHA LASLEY Debriefing Learning Activities by Martha Lasley When we debrief a learning activity, people can be utterly bored or deeply engaged. The key to engagement is to create time for reflection. People don't learn from experiential activities; they learn from reflecting on their experience. Too many facilitators get pressed for time and cut out the debriefing, but if we’re going to cut anything out ASKING EMPOWERING QUESTIONS BY LASLEY, KELLOGG, MICHAELS Asking Empowering Questions Originally published in Coaching for Transformation. Despite conventional perceptions, coaches don’t give advice. The whole idea is to get people to consider their situation and come to solutions on their own. JOHNNY MANZON-SANTOS Johnny Manzon-Santos, PCC “At 16, I fell in love with my best friend and later ‘came out’ into a gay community decimated by AIDS. I keep a chronological list of the HIV-positive people I’ve lost, including #97, my former partner Bert Hunter who died in 2001. These s/heroes taught me about channeling rage, fighting shame and stigma, calling out systemic discrimination, and living with USING THE GROW MODEL: COACHING IN ORGANIZATIONSBY LASLEY Using the GROW Model: Coaching in Organizations. Originally published in Coaching for Transformation. Although a few people have the initiative and support they need to take themselves to the top of their game, most people need a lot of help. A coaching culture empowers authentic, strong leadership at all levels of theorganization.
FACILITATING TRANSFORMATION: 30 EXAMPLES OF GROUP Facilitating Transformation: 30 Examples of Group Facilitation Skills by Martha Lasley Originally published in Facilitating with Heart A wide range of skills gives us multiple options in any moment. To follow are 30 transformational facilitation skiils with examples. Acknowledging – helping people see things they may not see about their values or needs. Example: “It sounds like this group DEBRIEFING LEARNING ACTIVITIES BY MARTHA LASLEY Debriefing Learning Activities by Martha Lasley When we debrief a learning activity, people can be utterly bored or deeply engaged. The key to engagement is to create time for reflection. People don't learn from experiential activities; they learn from reflecting on their experience. Too many facilitators get pressed for time and cut out the debriefing, but if we’re going to cut anything out COACHING WITHOUT QUESTIONS BY LASLEY, KELLOGG, MICHAELS WANT TO USE THIS ARTICLE IN YOUR E-ZINE, BLOG OR WEB SITE? You can, as long as you include this: Excerpt from Coaching for Transformation by Lasley, Kellogg, Michaels and Brown. As faculty at Leadership that Works, they certify coaches who offer personal, ASKING EMPOWERING QUESTIONS BY LASLEY, KELLOGG, MICHAELS Asking Empowering Questions Originally published in Coaching for Transformation. Despite conventional perceptions, coaches don’t give advice. The whole idea is to get people to consider their situation and come to solutions on their own. USING THE GROW MODEL: COACHING IN ORGANIZATIONSBY LASLEY Using the GROW Model: Coaching in Organizations. Originally published in Coaching for Transformation. Although a few people have the initiative and support they need to take themselves to the top of their game, most people need a lot of help. A coaching culture empowers authentic, strong leadership at all levels of theorganization.
EXAMPLES OF LIMITING QUESTIONS BY LASLEY, KELLOGG WANT TO USE THIS ARTICLE IN YOUR E-ZINE, BLOG OR WEB SITE? You can, as long as you include this: Excerpt from Coaching for Transformation by Lasley, Kellogg, Michaels and Brown. As faculty at Leadership that Works, they certify coaches who offer personal, WHY IS CULTURAL AWARENESS IMPORTANT? BY LASLEY, KELLOGG Why is Cultural Awareness Important? Originally published in Coaching for Transformation. I think we have to own the fears that we have of each other, and then, in some practical way, some daily way, figure out how to see people differently than the way we were brought up to. TURN UNPRODUCTIVE BEHAVIORS INTO PRODUCTIVE INTERVENTIONS Turn Unproductive Behaviors into Productive Interventions. Originally published in Coaching for Transformation. Approval and disapproval: Instead of sharing your evaluation, reflect what matters. Comparing yourself: Instead of thinking about who is smarter or how your experience is different, or what you would have done, stay focused on the uniqueness of your client’s experience. COACHING ETHICS BY MICHAEL WRIGHT by Michael Wright. Ethics are critical to protecting the integrity of the client, the service-provider, and the coaching profession at large. The International Coach Federation (ICF) maintains the most widely recognized Code of Ethics for the profession. This code provides the foundation for ethical decision making in coaching.CHRISSIE CASTRO
Chrissie Castro, ACC Chrissie Castro is a citizen of the Navajo Nation, and a social justice consultant working towards equity for all peoples, with an emphasis on supporting the self-determination of American Indian/Alaska Native communities. She is the Chairperson of the Los Angeles City-County Native American Indian Commission, which promotes the development of programs and funding LEADERSHIP THAT WORKS 3 Ways to Work With Us: 1. Become a Certified Coach. Professional coach training awakens passion and expands cultural awareness. This coach certification program offers a holistic approach to personal and professional growth. FIVE PHASES OF ORGANIZATIONAL DEVELOPMENT BY LASLEY Coaching is often the entryway to organization development (OD) work. Stages of OD work include: Entry and Contracting. Sensing and Discovery. Diagnosis and Feedback. Planning Interventions and Action. Evaluation and Closure. As organization development consultants enter organizations to collect data, diagnose the organization’s needs,design
7 STEPS FOR DEVELOPING A COACHING CULTUREART OF DEVELOPMENTAL COACHINGDEVELOPMENTAL COACHING MODEL 7 Steps for Developing a Coaching Culture and get a solid return on your investment Coaching is no longer restricted to private conversations for the privileged few at the top. It’s not just a perk for rising stars. Today coaching is woven into the culture of the organization and impacts people at every level. The research is clear coaching improves performance, collaboration and DEBRIEFING MODELS BY MARTHA LASLEY 1: solo reflecting or writing or make a brief personal statement. 2: talking in pairs. 3: Whole group discussion. or in reverse order: All - 2 - 1. or to maximize the learning: 1 - 2 - All - 2 – 1. Greenaway also developed the Spinning Plates model that encourages deviation from the debrief process model. A TRAUMA INFORMED COACHING MODEL A Trauma-Informed Coaching Model by Leslie Brown. Originally published in Coaching for Transformation. The air was thick with the energy that my client radiated as she described her most recent interaction withher supervisor.
ALTAF SHAIKH
Altaf Shaikh, PCC “I started off as a volunteer working with children and youth living on the streets of Mumbai, India in 1986. Life on the mean streets taught me the art of survival and the basics of human behaviour. My initial years were all about curiosity and discovery. I lived on the streets with the boys, got to know more about life on the streets and I also started discovering parts DEBRIEFING LEARNING ACTIVITIES BY MARTHA LASLEY Debriefing Learning Activities by Martha Lasley When we debrief a learning activity, people can be utterly bored or deeply engaged. The key to engagement is to create time for reflection. People don't learn from experiential activities; they learn from reflecting on their experience. Too many facilitators get pressed for time and cut out the debriefing, but if we’re going to cut anything out ASKING EMPOWERING QUESTIONS BY LASLEY, KELLOGG, MICHAELS Asking Empowering Questions Originally published in Coaching for Transformation. Despite conventional perceptions, coaches don’t give advice. The whole idea is to get people to consider their situation and come to solutions on their own. JOHNNY MANZON-SANTOS Johnny Manzon-Santos, PCC “At 16, I fell in love with my best friend and later ‘came out’ into a gay community decimated by AIDS. I keep a chronological list of the HIV-positive people I’ve lost, including #97, my former partner Bert Hunter who died in 2001. These s/heroes taught me about channeling rage, fighting shame and stigma, calling out systemic discrimination, and living with USING THE GROW MODEL: COACHING IN ORGANIZATIONSBY LASLEY Using the GROW Model: Coaching in Organizations. Originally published in Coaching for Transformation. Although a few people have the initiative and support they need to take themselves to the top of their game, most people need a lot of help. A coaching culture empowers authentic, strong leadership at all levels of theorganization.
LEADERSHIP THAT WORKS 3 Ways to Work With Us: 1. Become a Certified Coach. Professional coach training awakens passion and expands cultural awareness. This coach certification program offers a holistic approach to personal and professional growth. FIVE PHASES OF ORGANIZATIONAL DEVELOPMENT BY LASLEY Coaching is often the entryway to organization development (OD) work. Stages of OD work include: Entry and Contracting. Sensing and Discovery. Diagnosis and Feedback. Planning Interventions and Action. Evaluation and Closure. As organization development consultants enter organizations to collect data, diagnose the organization’s needs,design
7 STEPS FOR DEVELOPING A COACHING CULTUREART OF DEVELOPMENTAL COACHINGDEVELOPMENTAL COACHING MODEL 7 Steps for Developing a Coaching Culture and get a solid return on your investment Coaching is no longer restricted to private conversations for the privileged few at the top. It’s not just a perk for rising stars. Today coaching is woven into the culture of the organization and impacts people at every level. The research is clear coaching improves performance, collaboration and DEBRIEFING MODELS BY MARTHA LASLEY 1: solo reflecting or writing or make a brief personal statement. 2: talking in pairs. 3: Whole group discussion. or in reverse order: All - 2 - 1. or to maximize the learning: 1 - 2 - All - 2 – 1. Greenaway also developed the Spinning Plates model that encourages deviation from the debrief process model. A TRAUMA INFORMED COACHING MODEL A Trauma-Informed Coaching Model by Leslie Brown. Originally published in Coaching for Transformation. The air was thick with the energy that my client radiated as she described her most recent interaction withher supervisor.
ALTAF SHAIKH
Altaf Shaikh, PCC “I started off as a volunteer working with children and youth living on the streets of Mumbai, India in 1986. Life on the mean streets taught me the art of survival and the basics of human behaviour. My initial years were all about curiosity and discovery. I lived on the streets with the boys, got to know more about life on the streets and I also started discovering parts DEBRIEFING LEARNING ACTIVITIES BY MARTHA LASLEY Debriefing Learning Activities by Martha Lasley When we debrief a learning activity, people can be utterly bored or deeply engaged. The key to engagement is to create time for reflection. People don't learn from experiential activities; they learn from reflecting on their experience. Too many facilitators get pressed for time and cut out the debriefing, but if we’re going to cut anything out ASKING EMPOWERING QUESTIONS BY LASLEY, KELLOGG, MICHAELS Asking Empowering Questions Originally published in Coaching for Transformation. Despite conventional perceptions, coaches don’t give advice. The whole idea is to get people to consider their situation and come to solutions on their own. JOHNNY MANZON-SANTOS Johnny Manzon-Santos, PCC “At 16, I fell in love with my best friend and later ‘came out’ into a gay community decimated by AIDS. I keep a chronological list of the HIV-positive people I’ve lost, including #97, my former partner Bert Hunter who died in 2001. These s/heroes taught me about channeling rage, fighting shame and stigma, calling out systemic discrimination, and living with USING THE GROW MODEL: COACHING IN ORGANIZATIONSBY LASLEY Using the GROW Model: Coaching in Organizations. Originally published in Coaching for Transformation. Although a few people have the initiative and support they need to take themselves to the top of their game, most people need a lot of help. A coaching culture empowers authentic, strong leadership at all levels of theorganization.
FACILITATING TRANSFORMATION: 30 EXAMPLES OF GROUP Facilitating Transformation: 30 Examples of Group Facilitation Skills by Martha Lasley Originally published in Facilitating with Heart A wide range of skills gives us multiple options in any moment. To follow are 30 transformational facilitation skiils with examples. Acknowledging – helping people see things they may not see about their values or needs. Example: “It sounds like this group DEBRIEFING LEARNING ACTIVITIES BY MARTHA LASLEY Debriefing Learning Activities by Martha Lasley When we debrief a learning activity, people can be utterly bored or deeply engaged. The key to engagement is to create time for reflection. People don't learn from experiential activities; they learn from reflecting on their experience. Too many facilitators get pressed for time and cut out the debriefing, but if we’re going to cut anything out COACHING WITHOUT QUESTIONS BY LASLEY, KELLOGG, MICHAELS WANT TO USE THIS ARTICLE IN YOUR E-ZINE, BLOG OR WEB SITE? You can, as long as you include this: Excerpt from Coaching for Transformation by Lasley, Kellogg, Michaels and Brown. As faculty at Leadership that Works, they certify coaches who offer personal, ASKING EMPOWERING QUESTIONS BY LASLEY, KELLOGG, MICHAELS Asking Empowering Questions Originally published in Coaching for Transformation. Despite conventional perceptions, coaches don’t give advice. The whole idea is to get people to consider their situation and come to solutions on their own. USING THE GROW MODEL: COACHING IN ORGANIZATIONSBY LASLEY Using the GROW Model: Coaching in Organizations. Originally published in Coaching for Transformation. Although a few people have the initiative and support they need to take themselves to the top of their game, most people need a lot of help. A coaching culture empowers authentic, strong leadership at all levels of theorganization.
EXAMPLES OF LIMITING QUESTIONS BY LASLEY, KELLOGG WANT TO USE THIS ARTICLE IN YOUR E-ZINE, BLOG OR WEB SITE? You can, as long as you include this: Excerpt from Coaching for Transformation by Lasley, Kellogg, Michaels and Brown. As faculty at Leadership that Works, they certify coaches who offer personal, WHY IS CULTURAL AWARENESS IMPORTANT? BY LASLEY, KELLOGG Why is Cultural Awareness Important? Originally published in Coaching for Transformation. I think we have to own the fears that we have of each other, and then, in some practical way, some daily way, figure out how to see people differently than the way we were brought up to. TURN UNPRODUCTIVE BEHAVIORS INTO PRODUCTIVE INTERVENTIONS Turn Unproductive Behaviors into Productive Interventions. Originally published in Coaching for Transformation. Approval and disapproval: Instead of sharing your evaluation, reflect what matters. Comparing yourself: Instead of thinking about who is smarter or how your experience is different, or what you would have done, stay focused on the uniqueness of your client’s experience. COACHING ETHICS BY MICHAEL WRIGHT by Michael Wright. Ethics are critical to protecting the integrity of the client, the service-provider, and the coaching profession at large. The International Coach Federation (ICF) maintains the most widely recognized Code of Ethics for the profession. This code provides the foundation for ethical decision making in coaching.CHRISSIE CASTRO
Chrissie Castro, ACC Chrissie Castro is a citizen of the Navajo Nation, and a social justice consultant working towards equity for all peoples, with an emphasis on supporting the self-determination of American Indian/Alaska Native communities. She is the Chairperson of the Los Angeles City-County Native American Indian Commission, which promotes the development of programs and funding">
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Transforming the world. One heart at a time. Transforming the world. One heart at a time. 3 WAYS TO WORK WITH US 3 WAYS TO WORK WITH US 1. BECOME A CERTIFIED COACH * Professional coach training awakens passion and expands culturalawareness.
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