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HKICC Provides Coaching News & Information for its members and non members.

5 steps that make Executive Coaching a performance tool (and not a luxury item)!

A recent conversation with a friend and senior HR leader brought me face to face with the (mis)perception of executive coaching. The upshot of the discussion was that Coaching doesn't fit in when the organisation is in the rough and tumble of business, trying to keep wheels turning. That coaching is like a reward, something that's done when the hard work is over and it’s time to kick back, relax and smell the roses!

This conversation took me back to a time not too long ago when I was part of a team tasked with diagnosing a business decline. To cut a long story short, the results of an otherwise healthy business unit had nose-dived and the debris told a story of CEOs inability to hold their team accountable and manage poor performance. This was surprising as much as it was disturbing. The appointment was part of an intricate succession plan and the person was known for their sharp intellect, business acumen and change skills.

The incident rang a number of alarm bells. Was our talent identification flawed? Are we looking at the right behaviours and in the right places for our leaders? What could we have done differently? More importantly, what can we do for this not to recur? The one that caught our eyes was a deep-seated belief that senior executive appointees were ready now and ‘fully developed’ for what they are stepping into. That they will learn on the job whatever 'soft' stuff the role threw at them. That 'development' was about preparing for future roles than enhancing performance in current ones.

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Building your inner coach | Brett Ledbetter | TEDxGatewayArch


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What is Coaching?


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Fortune Coach Limited - Self Development


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How Coaching Works


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Does your Self-Esteem get challenged in your relationship?

Does your Self-Esteem get challenged in your relationship?

 

Self Esteem Within Families 

 

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Coaching for Coaches - Most Important Trait to Have as a Life Coach


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President's Announcement - February 2016

All of us on the HKICC Management team hope that you are having a great start to the year and wish you peace and joy during the upcoming Chinese New Year holiday.

We have 2 special announcements we would like to make before the holiday starts:

New Mentor Coaching Initiative
New VP Positions Available – Call to Action

 

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A Coaching Journey

I found the following in my Inbox and was intrigued: ‘Why are we providing coaching to NGOs free of charge which otherwise cost thousands of HK dollars per hour basis?

Because we want more small to medium sized NGO leaders to experience the power of coaching, a tool of growing importance. And we believe that by enhancing the effectiveness of leaders, in turn, they will create an even bigger impact to the community they serve.

We also believe that the most powerful coaching arrangement ideally starts from the leadership team of the organization. And the success of coaching is highly depending on the willingness and the commitment of the selected coachees’

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Post 90s Coaching

Post 90s Coaching Article

 

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Coaching Supervision

Coaching Supervision – what is it?

I have been involved in training coach supervisors internationally, for seven years. In this article I want to outline the key functions and benefits of coaching supervision, highlight some of the main features of supervision training, and indicate how to choose a coach supervisor. While coaching supervision uses some models from related disciplines, it is important todistinguish coaching supervision from educational, clinical and managerial supervision. Coaching supervision is a distinct practice and has developed in consultation with many coaches; it continues to embrace new learning and methodology, and to be in dialogue with coaches, coach trainers and employers of coaches.

 

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Talking to Ourselves

by Maaike van Dijk

Once upon a time there was a tiger cub whose mother died during labour. A herd of goats took him amongst themselves and he grew up thinking and acting like a goat. One day an older tiger chased the goats and caught one of them. The young tiger, not sensing any danger, did not feel the urge to run. The old tiger was surprised to see this young tiger walking, talking and acting like a goat. He wanted to show him his true nature and took him to a pond to watch his reflection. The young tiger was not impressed.

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Sheer magnetism

by John Bower

It wasn’t a proud moment. All I remember hearing was the voice of my manager: “… and we want you to begin looking for another position immediately.” You may be one of the lucky ones who have never experienced this, but it pays to be prepared and regularly evaluate your circumstances throughout your career.

I count myself lucky that I learned this important lesson. If you’re not steering your career, no one is. Being good at your job is no guarantee of security. It’s worth asking some questions:

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Top 10 ways to manage people more effectively

by Deborah WY Ko

1. Match the right person to the position – define the requirements of the position and find the person who fits the job rather than redefining the job to fit the capabilities of the incumbent;


2. Continue to provide training courses which help people upgrade their skills – continuous training keeps people at their best;


3. Acknowledge and reward the high performers – pay them what they are worth, it will be returned to you tenfold or more;

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Top 10 Ways for Leaders to Communicate Clearly

Communication is the primary skill of leaders. In fact for senior leaders you could say it is almost all that they do. They need to communicate to a wide range of stakeholders in large groups and one-to-one. Use the following tips for successful leadership communications in many different circumstances. Consider how consistently you currently follow each of these tips in all your leadership communications.

1.    Know the primary purpose of your communication. A specific communication could be primarily:

        To build trust, rapport or mutual support

        To get input, an answer or a response

        To create understanding, to explain or to teach

        To recognize, appreciate or support efforts or results

        To correct or enhance efforts or results

        To initiate actions

    When you know your primary purpose in communicating, you can consciously design your communications to achieve your purpose.

2.    Express your main point in one clear statement. Clarity is power.

3.    Organize your points into sub-points using a hierarchical structure. With a clear structure, your points are easier to understand and remember. This structure also makes it easier for you to re-use your points in different situations.

4.    Engage your audience by asking them a question. For a large group you can ask, "How many of you...?" Watch your audience to assess their level of engagement.

5.    Focus on "WIIFM" What's In It For Me.  In other words, understand what your audience has to gain from listening to you and weave this into your message so that they are naturally motivated to listen and respond as you intend. Focusing on your audience's interests is the key to effective influence, persuasion and support.

6.    Explain what makes you credible (your experience, knowledge or credentials) so that people will believe it is worthwhile to listen to you.

7.    Say what you're going to say, say it, then say what you said. Most audiences need to hear your message three times before they will remember it and act on it.  

8.    Use common, well-known words that your audience is familiar with. Simple words and short sentences make a bigger impact.

9.    Speak in positive terms. Say what you want rather than what you don't want. By dwelling on what you want to avoid, you put people's attention on the exact thing you want them to stop doing. They can respond much more easily when you phrase your requests in positive terms. For example, instead of saying "Don't stare at the computer screen", say "Look away from the screen."

10.    Own your requests. For example say "I want you to..." instead of "You should..." People will respond more naturally when they understand clearly the source of the request. Afterall, most of us are used to ignoring the words "You should" that we say to ourselves every day.

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About HKICC

HKICC serves professional coaches, those who use coaching as part of their job, or anyone who is interested in becoming a coach or learning about coaching. HKICC has around 170 members and there are over 800 subscribers on our mailing list.

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