Hello, I am Roach the Coach and I am your guide through the Coaching Chronicles. There are 4,500 species of us cockroaches so we are well placed, across the globe, and across time, to tell you about coaching… James succeeded his mother, Mary Queen of Scots, to the throne at the ripe old age of […]
How do psychologists view goals in coaching? David Megginson, emeritus professor of HRD, Coaching & Mentoring Research Unit, Sheffield Hallam University, finds some unlikely alliances of opinion I’m co-writing a book on goals in coaching, and we have some great contributors from psychology and development offering their own views. What do psychologists who are authors […]
Mentoring In the latest in a series of columns dedicated to mentoring, we look at designing mentoring to support women talent. This issue: a women-only programme Cracking the glass ceiling Lis Merrick and Paul Stokes Support your organisation’s female talent by setting up a women-only mentoring programme In the last issue we looked at how […]
By BARBARA ST.CLAIRE-OSTWALD
Like any other generational group, Gen Y is uniquely shaped by its historical context. It is only by understanding, respecting and addressing such generational differences in the working environment, that coaches can establish a successful relationship.
There is no consensus on the exact birthdate of Generation Y (Gen Y), but various publications and research studies give it as between 1982 and 2002 (Baby Boomers: 1946-1963, Gen X: 1963-1977 and late Gen X: 1977-1982).
Each generational group has a distinct set of values: how they view authority, their orientation to the world, loyalty, expectations of their leadership and ideal work environment. Each is uniquely shaped by its historical context. These formative influences have enduring effects and bring something new to the workforce, underscoring our need to understand, respect and regularly address generational differences in working practices.
Gen Y at work
A major challenge is an apparent mismatch between what employers want – and the world can offer – and what Gen Y want to do
Coaching at Work road-tests the Diversity Awareness Ladder One step at a time 1 The tool What is it? Created by David Clutterbuck, the Diversity Awareness Ladder helps clients and practitioners understand and work with their stereotypes and implicit biases about people they perceive as different from themselves. It has also been used widely in […]
Book Review Title: Developmental Coaching: Working with the Self Author: Tatiana Bachkirova Publisher Open University Press ISBN 978 0335 23855 2 Usefulness **** This complex, inspiring book is split into two main sections written for two of Dr Bachkirova’s “mini- selves”, the “inquiring one” and the “practical one”. In the first section she takes us […]
Book Review Title: Practicing Positive Psychology Coaching: Assessment, Activities and Strategies for Success Author: Robert Biswas-Diener Publisher: John Wiley & Sons ISBN 978 0470 53676 4 Usefulness ***** When learning about positive psychology coaching, coaches should learn about the most useful positive psychological research, as well as its best possible application. With Robert Biswas-Diener you […]
Supervision may be mandatory for coaches as far as coaching bodies and providers are concerned, but it remains an emergent market, according to new research by Sam Humphreys and Louise Sheppard There is very little research into the fast-growing market of coaching supervision. So how is it perceived and used by coaches and organisations? Curious […]
Coaching that ignores the cultural heritage of non-Westernised clients is ineffective at best. Coaching psychologists in New Zealand understand this and are now required to adapt theories to suit Māori clients. Lisa Stewart reports
Tītmatanga o te matauranga
ko te wahangū,
te wāhanga tuarua ko te whakarongo.
The first stage of learning is silence,
the second stage is listening.
Māori Whakataukī (proverb)
Most coaches and coaching psychologists would agree it is important to adapt our theories and methods to suit our clients, and to respect and value their cultural world views and ways of being. But how often do we do this? In New Zealand, such adaptation is required for coaching psychologists. The New Zealand Psychologists Board1 acknowledges that “the practice of psychology in Aotearoa New Zealand reflects paradigms and world views of both partners to te Tiriti o Waitangi/the Treaty of Waitangi”.
Registered psychologists (including coaching psychologists) must demonstrate “awareness and knowledge of their own cultural identity, values and practices”, and those of their clients – especially of Māori (the indigenous people of Aotearoa New Zealand) as their Treaty partner. One of the reasons for this approach is to reduce the persistently poorer socio-economic, justice, health and employment outcomes for Māoris.
Neuroscience part 3: Showing anxious clients how to reframe their negative self-beliefs through reappraisal strategies can help them better control their emotional responses, says scientist and NLP practitioner Dr Trish Riddell I’m often asked to speak on the neuroscience of learning and memory, or of coaching. Despite studying the brain for about 30 years, I […]
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