CoachStation

MAY 8, 2023

Embrace mistakes and failures : No one is perfect, and making mistakes is a natural part of the learning process. Keeping a record of successes and positive feedback can help to combat self-doubt and build confidence. Rather than dwelling on failures, individuals can use them as an opportunity to learn and grow.

Self-aware 246

Self-aware Blanchard Learning-by-Doing Reference 246

CoachStation

MARCH 7, 2016

The process had other benefits. It provided the opportunity to delve more deeply into my initial answers on the importance of knowing why I do what I do and how that influences my direction and future focus – a process I encourage you to do too!

Self-aware 146

Self-aware Ethics Tools Finance 146

CoachStation

SEPTEMBER 16, 2015

Overall, it hits our language processing parts in the brain, where we decode words into meaning. When we are being told a story, though, things change dramatically…not only are the language processing parts in our brain activated, but any other area in our brain that we would use when experiencing the events of the story are too.

Storytelling 146

Storytelling Competitive Advantage Conference Cost of Capital 146

CoachStation

OCTOBER 23, 2015

There is no ‘silver bullet’ or fast-tracking, but the benefits can be very worthwhile when accountability and effort become part of the coaching and mentoring process. Interestingly, this can sometimes be a bit of a surprise to some coachees.

Mentor 157

Mentor Self-aware Advice Development 157

CoachStation

SEPTEMBER 6, 2019

We have developed a process that has assisted many of our coachees and clients to gain perspective and a better balance regarding their own reactions. The Perspective Scaling Process is a very useful tool and mindset to assist in finding an appropriate balance between immediate emotional responses and logical reactions.

Leadership 130

Leadership Emotional Intelligence Influence Process 130

CoachStation

AUGUST 26, 2022

The 5 stages of the model create a structured process for leading and coaching your team members, focused mostly on clarity, context and accountability. Understanding the benefits and why to apply a model such as our REOWM model can make a real difference. However, application, consistency and follow-through can be a challenge for many.

Motivation 130

Motivation McKinsey Attrition Influence 130

CoachStation

AUGUST 11, 2015

You are now responsible for your team, a process and regular input into projects and other ad-hoc work requiring your expertise, skills and knowledge. So, you took on the new role because it was expected of you, or it offered greater prestige, salary or some other perceived or real benefit.

Succession 136

Succession Self-aware Emotional Intelligence Attrition 136

CoachStation

MAY 3, 2015

make to the organisation, its processes, people or customers is often discussed but not always efficiently met? The opportunity to change culture by focusing on the key initiatives and measuring outcomes is something that I believe many organisations can improve. An idea in itself is not enough.

Succession 124

Succession Leadership Magazine Report 124

CoachStation

JANUARY 16, 2020

The process was just what I needed to re-focus and re-energise. Under Steve’s genuine and engaging coaching style, I have worked to improve my communication as a leader, streamlined my work processes so that I am working more efficiently and I have a much deeper understanding of my personal values and their influence on my behaviour.

Skills 130

Skills Leadership Mentor KPI 130

CoachStation

FEBRUARY 2, 2021

But, this attitude and thought-process can be changed. Yet, without consistent and conscious reflection, acknowledgment and action our tendency is to see the perceived risk and failure rather than the real risk and benefits. Innately, many people are more half-glass empty than full.

Mayo 130

Mayo Learning-by-Doing Positioning Short-term 130

CoachStation

JUNE 28, 2015

Understand and influence the inputs and you will see improved results whilst bringing everyone along during the process – a true win-win. It also does very little to develop trust and engagement with your employees. Managing outputs or numbers has little value.

Self-aware 109

Self-aware Leadership Emotional Intelligence Middle Management 109

CoachStation

SEPTEMBER 7, 2018

One-on-ones are a tool and a process. Yet, there are many more growth areas that can be learned and practiced as a leader through focused, individual time spent with each team member. When conducted well they are an incredibly useful and effective part of leadership and developing effective relationships. The opposite is just as true.

Management 130

Management Blanchard Self-aware Learning-by-Doing 130