I just HATE compliments!
The employee saying this sentence said it with full force in the hallway right after a follow-up...
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Tag: Coaching
What is your take on the situation?
Recently, I led a manager seminar on “leading from behind, ” or how to motivate, provide...
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Widerstand! Widerstand?
The idea of ”resistance” quite often pops up when talking about processes of change, whether this relates to conversations with one person such as in coaching, or working with groups. In my work as a consultant, coach, and process facilitator, I fairly often experience what in the traditional sense appears to be resistance; towards the content of the conversation, and towards the changes a person or group is facing.
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Samtaler i udvikling
Dette er et uddrag fra bogen “Samtaler i udvikling.” Kapitlet giver en praktisk anvisning til...
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Hören Sie auf endlos über Fehler zu reden…
Hören Sie auf endlos über Fehler zu reden und lernen Sie jetzt die bessere (und schnellere) Lösung. Anstatt auf Fehler zu fokussieren, sollten Sie lieber darauf achten, was Ihr Ziel ist und was Ihnen dahin verhilft.
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Den årlige MUS – et mareridt eller en oase?
Medarbejderudviklingssamtaler – MUS – kender de fleste af os som en årlig begivenhed,...
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Like good old brief coaching
By Kati Hankovszky The biggest amazement of my summer happened thanks to a Swiss handyman. We...
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Solution Focus as a Learning Design
The largest frame I got aware of so far in these twenty years of playing around with SF and group learning was the fact, that we experience a high level uncertainty in current knowledge.
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Coaching as micro interventions
Occasionally I get the question from managers I meet: ”How can I be a manager, and at the same time coach my employees? One moment I am leading, and the next I am supposed to be supportive and understanding. That will get confusing for everyone.”
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Fejl? – Gu’ ska’ du ej lave fejl!
– I stedet skal du være opmærksom på, hvor du vil hen, og hvad der hjælper dig i den rigtige...
Read More Resistance! Resistance?
The idea of ”resistance” quite often pops up when talking about processes of change, whether this relates to conversations with one person such as in coaching, or working with groups. In my work as a consultant, coach, and process facilitator, I fairly often experience what in the traditional sense appears to be resistance; towards the content of the conversation, and towards the changes a person or group is facing.
Read More
