When we look at the four pillars of NLP proposed by McDermott (2006; Rapport, Flexibility, Outcome Thinking & Sensory Acuity), we find interesting learning that maps directly to best-practice in modern coaching. Continue reading NLP and Coaching
This is the audio interview of Angus McLeod by Michelle Duval in April 2012. Exquisite questioning by mega-coach Michelle Duval – Pearls of wisdom from the humanistic world-coach and author, Angus McLeod.
“I listened to the interview with Angus McLeod today. I felt like Angus’ words sang to my heart: ‘Authenticity’, ‘focus’ and ‘be the music’. There were lots of powerful moments for me in a very profound way. The one that has stuck with me the most is ‘Be the music’!” Dina Cooper, Surry Hills, NSW, Australia. Listen here: Continue reading Angus McLeod Coaching Interview: 9
Announcing that about 30 of Angus McLeod’s coaching papers are now downloadable from this site including one written with Olympian, James Cracknell. If you want to know more about Emotional Intelligence, the use of Reflective-Silence, Mindsets or developing coaching in organisations, here is your resource. And there is much more! Take a look now.
Remember too that we have a lot of free video-shorts available for both coaches and managers – see ‘Coach Smarter‘ and ‘Manage Smarter‘ (links also at the top of the page).
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How are leadership traits and coaching skills similar. How are they different. This 8 minute video offers an interpretation based on 20 years of experience around the world in both disciplines:
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Cognitive Behaviour Therapy is predicated on looking at the human reactions to events rather than the events themselves. Performance Coaches are of course already doing this and in meta-coaching (Hall) this represents one set of a panoply of interventions regarding the perceptions and ‘frames’ of the coachee. CBT methodology involves ‘Socratic’ questioning to create discovery. Again we see links with best practice in coaching where questions are used for the benefit of the coachee’s self-understanding rather than the benefit of (for example) a very poor coach who is struggling (and misguided) to decide where to ‘lead’ the coachee. Continue reading CBT coaching
How not to over- or under-manage and therefore demoralize your staff. Continue reading McLeod Management Model
The GROW model is a simple model, particulary helpful for novice managers and coaches who want a thumbnail check on where there are in the session.
GROW stands for Goal, Reality check, Options & Will, Where, When, What, Who (and how) Continue reading G.R.O.W. Model
Language that reflects back the coachee’s own words is a win-win formula for success. This is called Reflective Language. The coach does not use up mental activity in interpreting and the coachee does not have to detach from the ‘experience’ they may be having in order to worry about the meaning of the words (interpretation of semantics) the coach is using. Reflective Language is very standard and used gracefully by all the best coaches I know. Coachees do not notice Reflective Language, but observers do notice! Continue reading Reflective Language
Last evening I had one of those wonderful warm glow feelings when all seems to be just right. These things can still surprise but we can also re-programme ourselves to be more susceptible to happiness. The old adage coined by Kahlil Gibran about the cup being half empty or half-full comes to mind. Can’t we just chose to be half-full? Continue reading How to Be Happy
1. ‘Executive Coaching will increase expectations to the point where people are frustrated and leave us’ Continue reading Misconceptions & Myths about Coaching!