Who can forget the famous line of Peter Parker (Spiderman’s grandfather)? He said, “With great power comes great responsibility.”
Society expects Spiderman – a comic book, TV and movie superhero with extraordinary powers – to be responsible for saving his town and the world from the forces of Evil. And he never let us down. Despite the temptations of owning such powers, he uses his abilities only for the good of the people around him.
Being a coach has similar parallels. They don’t have superhuman powers such as x-ray vision or flying through the air with magic “sticky ropes”. But great coaches can have real power through their abilities to help others – and with it, the responsibility – to guide others towards success. This is REAL power that can be used to help real people in THIS world. Done well, coaches can help others turn around their lives. Done wrong, and a coach could guide a client down the wrong path.
So, with this power to coach your clients towards manifesting their personal and/or business vision comes responsibilities. Great coaches assume them all as part of the professional responsibility. This can include everything from making sure your client is moving in the right direction, getting them back on course when they are not, and developing and tracking their use of exercises to help them along the way.
There are a few things you can do to be a more responsible coach. Just as important, these same skills can be imparted to your clients to help them lead more responsible, integrity-filled lives.
How to Bring out the more Responsible “You” in Yourself and your Client
Why do so many self help, positive thinking and motivational seminars, books and audios not work, and what can I do that will work for me?
Some of the things that need to be considered in any realistic and effective life manifestation program are:
The person or people providing the training, mentoring, and/or coaching need to be masters of their own philosophies and living proof that the lessons being taught do actually work.
They need to be providing the information as part of their own ongoing self manifestation. If these important factors are covered then that’s a good place to start. These things are obviously very important, but I’d like you to consider the following:
Are you looking for someone who will hold you accountable to achieving your goals?
Career coaching and mentoring may be what you need to accomplish what you really want in your career. Your friends and family certainly love you and want the best for you, but they can’t always make the time to devote the necessary hours you may need to achieve your objectives and goals. Your friends and family have objectives and goals that they are looking to achieve as well.
Coaching is one of the best investments that I have made. Although there are many coaching packages that you can choose with becoming a coaching client, generally speaking, the coach and client usually have a weekly call, which lasts from about 45 to 55 minutes. Email communication is usually included between each coaching call.
Coaching for success is perhaps the most effective method of increasing performance available to managers, team leaders, and colleagues. This article defines coaching and outlines a process for effective coaching.
Coaching is perhaps the most effective method of increasing performance available to managers, team leaders, and colleagues.
Success: Degree or measure of obtaining a desired result or outcome.
If you wish to improve the skills of your employees, you must plan to observe them and provide them with feedback. If you’re like most supervisors or managers, you have limited time and are looking for employees to become proficient – and independent – faster.
Entelechy’s Coaching Model is designed to help you do just that!
Using the skills, strategies, and smarts of lawyers, you’ll be able to more effectively coach your employees to optimal performance. Here are 4 great tips to help you give constructive feedback in such a way that you motivate positive and productive performance...
1. Give evidence of performance to employee.
In litigation, prosecutors are required to turn all of their evidence over to the defense. In order to be fair to employees, supervisors need to do the same thing. Tony frequently received disturbing memos from his district manager about his poor performance on sales calls. "You failed to cover the Five Points for Sales Excellence with a customer last month.
This is unacceptable." Tony never received a monitoring sheet spelling out the discrepancies, never heard a tape of a recorded call, and he didn't even have the opportunity to defend himself because the cowardly manager simply shot her message off in a cold blunt memo.
Giving feedback the way Tony's district manager does is dangerous.