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Top 10 Most Read Leadership Blog Posts of First Half 2021

Let's Grow Leaders

One of the interesting parts of being regular leadership writers (we’ve been blogging here at Let’s Grow Leaders since 2012), is to see which of our leadership blog posts resonate the most with our readers and why. Every time we ask these questions in our leadership development programs, the answer is always a resounding “YES!”.

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The SEED Growth System Coaching Model

International Coach Academy

A Coaching Model By John Montgomery, Executive & Leadership Coach, AUSTRALIA SEED Growth System A systematic model designed to support solution-focused coaching for executives and teams in an organizational setting. Coaching supports the three core stages of leadership development: readiness, willingness, and ability to lead.

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Appreciative Inquiry

International Coach Academy

Bushe, Feb 2012.) Bushe, 2012) In her book, The Thin Book of Appreciative Inquiry, author Sue Annis Hammond, writes that the term “appreciative inquiry” came from David’s wife Nancy. He was laughed at.” (Bushe, 2012) Refinements to AI were made as the research continued. Bushe, 2012) Bernard J. Hammond, pg.

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The GRRR Coaching Model

International Coach Academy

The GRRR Coaching Model Helps Deal with Issues and Challenges Coaching is a useful way of developing people’s skills and abilities and boosting performance. After all, people are much more likely to engage with solutions that they have come up with themselves, rather than those that are forced upon them! and Pokora, J.

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Incorporating Mindfulness Meditation Into Coaching Practice

International Coach Academy

It is an approach developed with Hinduism and Buddhism. Mindfulness is not a solution to your story problem. It is not a narrative solution at all. Instead, Mindfulness is a solution for the problem of having to live with these narrative constraints. There are many types of meditation. Daron Larson, 2015). References.

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Drive vs. Enable

International Coach Academy

. “Driving” involves providing explicit instructions and prescriptive solutions to address immediate problems, resulting in solving short-term issues. While it may result in compliance and a quick fix, it fosters a culture of dependence on the leader, stifling individual development and growth within the team. Chamine, S.

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Acceptance vs. Denial

International Coach Academy

2012) argue that the purpose of acceptance exercises is not to reduce emotional arousal but to learn to stay with the current experience. Essentially, practising acceptance means enhancing our cognitive skills due to the fact that we develop a skill to acknowledge feelings, emotions, thoughts, beliefs, values, assumptions or opinions.

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