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Welcome to the Moore Master Coaching
"Coach Talk" Blog!
*Please know that any post deemed to be disrespectful or not relevant to the conversation will not be approved.
Tuesday, August 07 2018
Wow! Judy Cohen MSW, CPCC, MCC talked about being deaf and how it's transformed her hearing and listening! She then demonstrated those masterful skills in a coaching session.
Here are some of the participant take-aways:
- My concept of hearing and listening is changed forever. Judy is a tremendous inspiration and has inspired me to explore using all my senses and my other gifts and internal resources. Great call! Thanks.
- Judy’s coaching blew me away. I think she has amazing intuition and was able to figure out the underlying issue very fast. Very transformational session.
- Listening from the deepest place beyond words yields the big breakthroughs fast!
- Don’t make resistance wrong. Brilliant The more I resist the client’s resistance, the stronger it will become. Meet resistance with curiosity and use it to inform your coaching
- Judy’s ability to listen at a deeper level is inspiring! I love the term “Felt Experience”The beauty of listening with the group mind--listening for the deep felt experience
- Judy’s in depth explanation around using her other senses and trusting in her body (intuition) is a valuable takeway for me that I will continue to practice. Also, how she described knowing when to interrupt a client (clients tone of voice/which part is speaking), was good information for me to practice identifying during my sessions.
- We can’t let our clients;(or our own) stories usurp the power that lies within each of us. This, for me, was the thing that most resonated, along with the deepening of the 3rd level of listening which Judy has truly perfected.
- The power of listening to the energy of the client and then clarifying what the coach has heard.
- Interrupting to bring the client present to their strengths and what they are communicating at a deeper level than words, when they are resisting and focused on the negative.
- Deep coaching that is transformational can happen in 30 minutes or less with a coach that is willing to interrupt and challenge
- Listening from the deepest place beyond words yields the big breakthroughs fast!
If youd like to read more about the call you can do so here. You'll find Judy's call under the Coach's Coach tab.
Want to read more about Judy and her incredible story?
Tuesday, July 24 2018
Your hearing will transform as you take your listening to a whole new level!
Come learn about true listening from Judy when she discusses it from her perspective of being deaf.
Then witness those skills in action as she coaches a real world session with someone she doesnt know.
There will as always be time for Q&A.
Join us tomorrow Wednesday July 25, 2018 3-4pm EDT.
Tuesday, July 17 2018
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In case we missed them, WBECS is allowing us for a limited time to still listen to 5 of their favorite Pre-Summit Sessions
Enjoy!
David Clutterbuck
Leading Authority in Developmental Coaching & Mentoring
"Getting Down and Dirty: Coaches Ignore Politics at Your Peril"
David Drake
Global Thought Leader On Narrative Coaching
"Only the Shadow Knows: Helping Clients Learn from Adversity"
Judith E. Glaser
World’s leading authority on Conversational Intelligence®
"The Neuroscience of Success: Healthy Cells, Healthy Cultures - Part 1"
Marcia Reynolds MCC
Director, ICF Global Board, Globally Renowned Behavioural Scientist & Business Coach
"How to Coach the Person, Not the Problem, to Create Breakthroughs"
(Marcia was a MMC guest. You can read about her call here under the "leadership" tab)
Michael Bungay Stanier
World-Renowned Author, Business Coach & Senior Partner of Box of Crayons
"How to Avoid Being Coached: Five Ways to Be Slippery, Evasive, Elusive and Annoying"
Read More
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Tuesday, July 10 2018
Can you imagine being in the middle of a sentence and suddenly not being able to hear the words that are coming out of your mouth? Seriously think about it a minute. How intense and frightening!
Judy Cohen CPCC, MCC had this exact experience of becoming deaf. And miraculously she continued her coaching practice.
“After coaching sessions, clients often asked, “How do you pick up the subtlest of cues when you’re deaf? You can’t hear a thing!” I’d respond, “I’m sorry that you’re not deaf, otherwise you’d hear the way I do.”
Now imagine the lessons she has to share and how it might transform your way of listening.
Read more.
Friday, July 06 2018
Some of the participant take-aways from the coaching session we heard with Julie Colbrese CPCC, MCC:
- Very powerful witnessing such a major shift in the client when her own stated value early on was later brilliantly applied to a block she was experiencing!
- Great questions that drilled down on clarifying the “goal”
- I really liked her style, slow and clear language, great use of powerful questions, loved her presence, really felt the love and genuine care for the client.
- This was a pure fulfillment call(CTI terminology)and a good reminder of how the use of values and acknowledgement lights up the client and helps her claim her most powerful self.
- I especially liked the discussion around “difficult” clients during the Q & A.
- I loved her use of the client’s metaphor with the tree example, and how she kept tying that back in through the entire session.
- A reminder of how marketing can be fun if we focus on our gifts as coaches.
- The skillful use of metaphor was very powerful for the client.
- Use of intuition to decide best approach to proceed when at a crossroads in the coaching, things to factor in to whether to take one path or another
If youd like to read more about the call and additional feedback you can do so here. You'll find Julies call under the Executive tab.
Want to learn more about Julie?
Monday, June 25 2018
Leadership Issues, Part 3: Resource Management
by Mickey Parsons Psy.D, MCC, BCC
(MMC guest master coach and blogger)
In the third of four posts looking at the results of a Workplace Coach survey of 109 business leaders about their leadership issues and concerns, we look at the issue of resource management.
See Leadership Issues, Part 1
See Leadership Issues, Part 2
JUGGLING COMPETING PRIORITIES
Asked about resource management, the leaders in our survey said lack of time for competing priorities was by far their greatest challenge.
According to a recent Gallup survey, leaders and managers can spend more than half their time at work on nonproductive tasks. And while all leaders wear multiple hats, it’s important to stay on track with actions that drive the enterprise forward. That’s not to say it’s easy. Here are a few tips:
- delegate everything outside your area of expertise;
- limit multitasking;
- assign a place on your calendar for every important action item;
- when scheduling, bunch similar tasks and action items together (e.g. administrative tasks, strategy sessions, business development), so they don’t distract you from other areas of focus;
- hire a coach to keep you accountable.
Finally, to get a handle on how you’re using your time, I strongly recommend you do a 30-day time study using an app such as ATracker Pro Time Tracker. You’ll be surprised how much of your time is getting sucked up by unproductive tasks.
RESOURCES:
ATRACKER PRO TIME TRACKER – Apple
ATRACKER PRO TIME TRACKER – Android
Mickey Parsons @2018 all rights reserved
Mickey Parsons is founder of The Workplace Coach, where he and his colleagues provide executive coaching services for senior business leaders, professionals and entrepreneurs. As an executive leadership coach, Mickey draws on the principles of organizational development and coaching psychology to serve as a catalyst for clients who are ready to excel in their business and/or professional lives. He has coached thousands of leaders, from executives at Fortune 500 companies to local business owners.
Mickey holds a Doctorate of Psychology, with a concentration in industrial and organizational psychology, as well as numerous professional credentials. He serves as Assistant Professor of Coaching Psychology at Life University in Marietta, GA, where he created and teaches in the MS Coaching Psychology track.
Read Mickeys full bio
www.theworkplacecoach.com/leadership-blog
www.theworkplacecoach.com
Read about Mickey Parsons coaching demonstration and participant feedback.
Monday, June 18 2018
Julie is also a certified profession co-active coach and will coaching one of her real world clients. For those who are thinking about going for their MCC, Julie is the perfect guest to answer your questions. She just recently got her certification and is more than happy to tell us all about it!
Join us Wednesday June 20, 1-2pm EDT.
Read more and register for her call
Read Julie's full bio here
Wednesday, June 13 2018
Leadership Issues, Part 2: Rising To The Challenge
By Mickey Parsons Psy.D, MCC, BCC
(MMC guest master coach & blogger)
Over a period of 6 months, The Workplace Coach collected data from 109 business leaders about their leadership issues and concerns. We’ve paired our survey results with relevant coaching advice to support your success. In the second of four posts, we look at those areas where business leaders feel most challenged.
See Leadership Issues, Part 1
TOP 3 LEADERSHIP CHALLENGES
When we asked business leaders to identify their top leadership challenges, they identified three areas:
- Difficult conversations around performance and attitude;
- Motivating others;
- Being strategic (especially with hiring decisions).
Not surprisingly, these three leadership challenges are interrelated. For when leaders are strategic in their work, and when they lead motivated teams, the need for difficult conversations around performance or attitude invariably goes down, almost in direct proportion.
But that doesn’t mean those conversations shouldn’t happen. In fact, effective leaders have conversations about performance almost continually. The key is to be certain that everyone is clear about expectations, agreed-upon goals and measurements. Once everyone is onboard with the rules of the road, ongoing coaching, training and proactive feedback will ignite and maintain committed performance from employees.
It’s also important to make sure the people you lead understand their employers’ brand promise so they can represent the brand with confidence and authority.
Many organizations are sorely lacking in this regard. A Gallup survey found that only 41% of employees felt they fully grasped what their employer organizations stood for and what differentiated them from the competition. Employee education not only will remedy this it will boost motivation levels while providing important common ground for performance conversations.
Hiring the right people is also paramount to success. This is especially critical when hiring individuals to fill management and leadership roles. Yet most of us hire people who we like, with whom we feel an instant connection or who remind us of ourselves, rather than hiring for the job.
Successful leaders override these instincts and keep strategic goals foremost when hiring. For instance, they hire managers who are likely to care as much about performance as they do about the people they manage.
Resources:
Wednesday, June 06 2018
Leadership Issues, Part 1: What Your Peers Are Saying
By Mickey Parsons Psy.D, MCC, BCC
(MMC guest master coach and blogger)
Over the past 6 months, The Workplace Coach collected data from 109 business leaders about their leadership issues and concerns. To keep you on track for a successful 2018, we’ve put the survey results together with our targeted coaching advice in each area. In the first of four posts, we look at the areas leaders feel they most need to improve.
FOSTERING A SENSE OF SHARED RESPONSIBILITY
What leadership competencies do business leaders most want to improve? The largest share of our survey respondents (26.7%) said that promoting a sense of responsibility and ownership across the organization was the skill they most needed to improve.
As leaders, we love it when an employee goes above and beyond the call of duty. That kind of initiative and sense of responsibility show that someone truly owns his or her work. Ultimately, it comes down to accountability, and research tells us that when the work environment is designed for accountability, it flourishes.
How can you build an environment where employees share a sense of responsibility and ownership? Begin by empowering your employees. Make it clear to them that they have both the obligation and the authority to improve work processes. Then back it up by making sure they have the resources, knowledge and help they need to be confident in their skills and their decisions.
An organization-wide commitment to improvement also is key, as are ongoing evaluations at both the team and the individual level.
Where else do leaders see room for improvement in their own leadership capabilities? In our survey, three areas emerged as the second-most pressing concerns of leaders — mentoring others, effective delegation and accurately interpreting the competitive environment. It is hardly coincidental that two of these – mentoring others and effective delegation – are both directly linked to the ability to promote shared responsibility.
Mickey Parsons @2018 all rights reserved
Mickey Parsons is founder of The Workplace Coach, where he and his colleagues provide executive coaching services for senior business leaders, professionals and entrepreneurs. As an executive leadership coach, Mickey draws on the principles of organizational development and coaching psychology to serve as a catalyst for clients who are ready to excel in their business and/or professional lives. He has coached thousands of leaders, from executives at Fortune 500 companies to local business owners.
Mickey holds a Doctorate of Psychology, with a concentration in industrial and organizational psychology, as well as numerous professional credentials. He serves as Assistant Professor of Coaching Psychology at Life University in Marietta, GA, where he created and teaches in the MS Coaching Psychology track.
Read Mickeys full bio
www.theworkplacecoach.com/leadership-blog
www.theworkplacecoach.com
Read about Mickey Parsons coaching demonstration and participant feedback.
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