Recently in Coaching Inspirations Category

Why would a person choose group coaching instead of individual attention? .................Bonnie Chan, an executive and business coach at Coach Lite, said group coaching was for someone looking for collective wisdom.

This was especially suitable when the desired improvement was organisational, not personal, and when performance outcome was dependent on more than one person, such as collaborative work in a company, community or charity purpose.

According to Ms Chan, group coaching is a better method for achieving performance and realising an organisation's mission.

Companies or organisations are the biggest client base for group coaching. Sometimes, they can comprise colleagues from one office or from different branches across regions, participating in one or two 90-minute sessions a month for up to three months.

Ms Chan said, in many cases, group coaching was employed to address interdepartmental conflicts in organisations and remedy the problem. "This gets department managers to co-operate and understand what the other is doing," she said. "Also, throughout group coaching, we can point out blind spots, look at communication skills, attitudes and examine documents from their own perspective and that of each other."

Mentor coaching is another form of group coaching, whereby experienced coaches teach trainee coaches working towards certification. Ms Chan said it was a chance to share their experiences in a relaxed and supportive setting.

While she said group coaching was a relatively new concept in Hong Kong, people interested could opt for this form of self-help instead of more costly individual coaching, which usually costs from HK$2,500 to HK$3,500 per hour. Rates for group coaching tend to be 20 per cent higher, but the cost is typically divided between the participants, or paid by the company.

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source: SCMP Classified Post

Donna Steinhorn, a Life, Executive and Mentor Coach, has written an article well summarizing what you need to become a successful coach.  She mentioned:

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When I joined Coachville for learning coaching in 2001 when Thomas was still alive, I was surprised on the concept of building my own R & D Team.  In the business world, R & D usually means something with heavy investment and key for a company's future development.  I buy the idea of the latter one but could not afford for the former requirement. 

I got the answer after investing time to digest WHY, WHAT and HOW on Thomas' idea and really put it in to my practice.

WHY it works?

• The Rule of Attraction -
• The Rule of Creativity -
• The Rule of Humility -
• The Rule of Collaboration -
• The Rule of Sharing -

WHAT is it all about?

• A Matter of New and Unique Ideas
• A Matter of Collaborative Wisdom
• A Matter of Simple Structure
• A Matter of Supportive System
• A Matter of Continuous Development

HOW to do it?

• Step 1 - Why do you want to have your R & D Team?
• Step 2 - What is your Theme to Focus?
• Step 3 - Check your existing Network Resources.
• Step 4 - Set up a simple Framework to help your team members to help you.
• Step 5 - Be Flexible to accept whichever the outcome and examine their value and impact.
• Step 6 - Be Persistance in the project time and sub-goals.
• Step 7 - Celebrate and share the outcome of the R & D with your team members.

(to be con't)

During the ParentCoach Train the Trainer retreat, most coaches said they are used to give immediate answer to questions from their children. While they are wearing the parents' hat, coaching sounds not a tool they could facilitate at home.  Why?

Thus, I am interesting to explore the concept of "Coaching as a Life Style".  That means you are embracing the essence as a coach whenever, wherever, with whoever you are.

What are these essence?  I may think of :

• a peaceful heart
• a discerning mind
• a respectful approach
• a humble attitude
• a curiose response
• more................

By J. Philip Kirby & David Hughes

In ThoughtwareTM, Hughes and Kirby provide a complete methodology that helps you shift your organization's thinking patterns from the old paradigm based on departmentalization, division of labor, span of control and point of authority to the powerful new context of knowledge, performance measurement, time to action and allowment. New ThoughtwareTM is the platform needed in order for knowledge workers to emerge, grow and impact their organizations in the 21st century.

Thought is the ancestor of all action. Peoples' thinking is the basis for everything they do and all behavior is rooted in thought. The sum of peoples' thinking and their collective interaction is the mastermind of the organization's performance. Change the ThoughtwareTM and the organization will change itself and create an unmatched capability to handle the future - whatever it is. ThoughtwareTM transcends change and creates a new context in which any and all change efforts have the optimum opportunity for success. With new ThoughtwareTM people can build a platform on which management process and change grow and renew as a naturally corollary of their thinking and interaction.