Category: Coaching

Finesse Performance Coaching

Finesse coaching is a collaborative relationship between an individual and the coach that empowers the individual to strengthen their aura. This benefits the individual in both their professional and personal lives and is especially pertinent to senior members of organizations, leaders and independent professionals. Finesse coaching involves focusing on all aspects that can help grow the self-esteem, confidence, behavior and personality of the individual in the positive direction.  It includes a wide array of topics from etiquette, grooming, personality development to everyday behavior. It ensures that the person’s aura is felt in the way they look, talk, act and walk.  

In a more organizational context, finesse coaching can fine-tune the way we engage in specific activities. It can help individuals learn how to gracefully enter and exit a conversation, diffuse negativity, solve conflicts peacefully and with subtlety, read others’ intentions, find common ground in a group of diverse people, and enlist the support of other in any matter with rationale. It helps people build quality relationships that are mutually beneficial. 

Making improvements in these areas helps the individual navigate social relationships with ease, an aspect of life that most people struggle with for decades. Social relationships are of prime importance to leaders and high-level professional since they are complex, delicate and influence the stakes of the success of businesses.  

Finesse coaching reiterates the importance of networking and networking without immediate motives, to schedule and spend time with people from diverse backgrounds and exchange information while engaging in activities. Engaging in activities together builds relationships faster and builds a memory of positive experience.  

The coaching process allows an individual to engage in activities to test out the skills they want to build. Finesse coaching allows a person to expand their social horizons by empowering them to notice and test people’s intentions, remember their preferences and even take note of the ties they may want to be left to themselves.  

To be able to read the context and align with the behavior of others seamlessly while also engaging in the conversation by adding powerful and valued points, is an ability that is highly sought after. Keeping emotions in check and negativity at bay can help an individual utilize their time for productive activities rather than the automatic coping mechanisms that we tend to exhibit if the negative emotions are not addressed.  

The coping mechanisms may be in the form of frustration, anger or even avoidance which lead to the reduction in the capacity for information intake. Finesse coaching also teaches individuals how to deal with social failure. Sometimes in social situations rejections are inevitable and what is most important is how the rejection is handled. A quick recovery and a graceful response will always build social reputation and relationships.  

Finesse coaching is relevant to most people as face value is of prime importance in today’s business world. It is more important to those who need to strike others as important, confident and a leader. Investing in finesse coaching improves the quality of impact and the footprint that a person leaves wherever they go. 

Filed under: Coaching

All about Performance Coaching

Performance coaching is a collaborative relationship between the coach and the individual that facilitates the development and the action planning of the individual that is a part of an organization. It does not involve the coach sharing their experiences or even sharing advice. It is a process that involves discussion and decisions on the focus of the coaching relationship and provides a supportive but challenging environment that empowers the individual’s growth that ultimately contributes to the growth of the organization 

Performance coaching requires the coach themselves to follow a few guidelines to ensure the success of the process and maximize the employee’s potential. While they follow ethical standards, they must also be honest in their feedback and communicate constructive criticism instead of pandering to high level officials in the organization. Most people that engage in this process need a push to work on their self-esteem and make the best use of their knowledge and potential. A performance coach must recognize this need and ensure that they incorporate self-esteem as one of the goals in the coaching process.  

Organizations tend to assume that training and development is sufficient for talent development. This approach mainly covers technical competencies and expected behaviours. Including performance coaching would enable the employee to develop personalized plans with the coach, eliminate redundant activities and focus on their strengths, weakness and work on how best to use or change them to benefit business goals.  

This process innately includes weaving together the organizational goals and the team goals with the individual’s goals. Performance coaching involves the coach assessing the individual, setting realistic and mutually agreed-upon goals, providing continuous feedback and reinforcing positive behaviours. Hiring managers who are certified in performance coaching or even investing in getting managers certified in performance coaching would be highly beneficial to organizations. They have the ability to tell, discipline and direct when required but also to ask, discuss, empower and develop when they see potential.  

Performance coaching is proven to bring out potential in all levels of employees in an organization and, understanding how emotions and relationships affect thought and behaviour at the workplace is an effective way of enhancing performance, but it is not solely about improving performance. Performance coaching gives the employees a say in the approach to tasks they engage in hence are more inclined to take ownership of tasks and feel more committed to the organization.  

 This shift has a significant impact on employee-level roadblocks like stress, burnout and absenteeism that organizations face constantly in today’s fast paced business world. Performance coaching is especially beneficial during large shifts at the organizational level like mergers and acquisitions. These processes re-establish strategies and working methods and are aimed at growth. Performance coaching would be a pertinent addition to the change management strategy that ensures the rise in the quality of performance in the organization. 

In conclusion, performance coaching addresses the gap that organizations neglect while raising performance standards and projecting increased profits and growth. It enables employees and managers and gives them a strong strategy to follow. This ultimately aids the organization in consistent growth and progress.  

Filed under: Coaching, Executive Coaching

Correlation between HR and Business Strategy

Business strategy and HR strategy can be better communicated by understanding the two terms. A business strategy is best described as a competitive moves and action that a business uses in order to attract the appropriate customers, improving performance, and achieve the organizational goals that have been previously established.  

It provides an outline on how the businesses should be executed to reach the desired goals of the organization. HR strategy or human resource strategy is a long-term plan that is created to meet the objectives created by the human resource department and human capital management and development in the organization. HR strategy is one of the outputs of the strategic management in the field of human resource management.  

 Specifically, proper HR strategy is said to have on impact on the business strategy. In today’s world, it has been observed that the human resources department have a more concrete, strategic role in companies, and this reflect that HR strategy affects the bottom line. HR strategy can be a part of complete business strategy which says that business strategy and HR strategy play a significant role while devising one and another.  

In the real world, the distinction betweeBusiness strategy and HR strategy is said to be a very thin line. However, a successful business owner understands the significance of this difference and understands that there is a strong connection between the two. Human Executive leadership teams confers with human resources experts which is included in the human resource strategy and this aids in improvising the complementary goals for human resource and the whole business. As you can see, this is what is aimed to be achieved through business strategy and human resource strategy.  

The recruitment and selection process carried out the human resource department amounts to ensuring that a productive workforce is created. Ensuring the maintenance of workforce that facilitates high levels of job satisfaction and job security converts into a workforce assisting in achieving the business goals. 

Currently, it can be stated that HR technologies have become an integrated engine in terms of advancing the broader requirements of the business, supporting more than just the basic transactions, and advancing the HR and business agenda for the purpose of a better future. The progress of the performance management, recruitment, and selection includes Human Resources Information System (HRIS) as an integral part of such progress. HRIS also plays a significant role in the rejection of candidates, their promotions and postings, etc.  

Business strategy and HR strategy rests upon the interaction among executive leadership. IT is said that one of the best ways to cultivate a healthy relationship between HR and C-level executives is by demonstrating the ROI (Return oInvestment) in human resource activities and practices. By cultivating such a healthy relationship, the HR strategy will complement the business strategy to work towards achieving the business goals.  

Thereby, this helps us understand business strategy and HR strategy as the integration of HR strategy with business strategy, business productivity, and their interdependencies and the way their relationship influences the organization 

Filed under: Executive CoachingTagged with: ,

Best practices for defining organization values

Organization define the core pillars of their identity and principle which affect the way their business is conducted through company values. Each company have individualised set of core values which support the vision and decision-making processes within the organization. These core values have a significant role and are essential and guiding force as the company grows.  

This is the reason why a lot money has been spent on researching the best practices for defining company values and there are two main observations that are emphasised as important: 

  1. The guidelines can only be helpful to some point as each company have their own story when it comes to defining company values. Thereby, there is no right way to do it.  
  1. It does not entail just defining company values but also ensuring these values are in practice throughout the organization.  

It is said that great company culture begins by ensuring that the company values are great. In order to ensure that the company values are great the process of defining company values should be appropriate. One of the most important point to remember is that the process of defining company values should be ideally be independent for each company and this is elaborated further in the upcoming paragraphs.  

Process of defining organization values 

It should be carried out as early as possible. This should be done as it would act as a framework when the company is going through the process of recruitment. It is also important during the decision-making processes. While defining company values, they should be polarized in nature so that it will attract the right kind of employee for the role and weed out those who will not fit in. It is often believed that the process of defining company values should take place while the company is in its initial stages of development.  

While defining company values, it has been proposed that they use bottom-up and top-down approaches.  

For the bottom-up approach, a team was to identify the best exemplars co-workers of the organization and describe the key attributes of that employee. The attributes were then put on a white board and then grouped it into similar categories which gave about ten groups. Then the list is shortened by keeping in mind the core values of the company. Further, this debate was used to start naming and ranking the groups. Now the top-down approach is to be implemented and this is where they are important. While defining company values, they should also be provided by the senior management. However, there might be some issues while a disagreement arises on a value chosen collectively.  

 These two approached create the first draft of the company values. These company values are reviewed and challenged each quarter and read aloud during the meeting each week, create interview questions based on the company values and further incorporate them into activities to ensure they are completely understood and practice the company values.  

It has been found that this generation is too big in number to ignore. The millennials at 83.1 million surpasses baby boomers in 2014 census itself and are said to represent one quarter of the U.S. population. Millennials do give significant importance to company values and in the role of customer and employee, millennials favour companies whose values align with the millennial’s personal values. This makes company values an important part of driving sales and attracting top talent.  

A study found that an average of $7,600 pay cut would’ve been accepted by millennials for a healthier work-life balance, better company culture, career development and a meaningful job which are factors that improve overall quality of life. Defining company values that are strong and solid ensures direction and builds a reputation. It sets the tone for company’s interaction with customers while marketing its products and making important decisions. If company values are taken seriously, it will help in developing a strong brand identity and a cohesive business plan.  

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Why should there be a facilitator in each workplace

Facilitation skills are a provision of opportunities and resources that support a group to succeed in achieving its desired goals. The word facilitate’ comes from a Latin which means ‘to make easy’. It is the art of focusing the collective group energy on a specific goal. It is a diverse field which relies on facilitators who have a broad collection of facilitation skills and approaches. 

 A facilitator is a person whose role is to guide people through the process to a successful result. This process could be a meeting, training and development session, team building or any situation involving a group of people where the desired goals or targets have to be met. A facilitator contributes structure and processes to interactions so groups are able to function efficiently and make high quality decisions. 

 Facilitation skills are essential to successful team and group work. That means it is also critical to the company’s success, especially given the presence of conflict in today’s time. While conflict may at first seem destructive and not very comfortable, it can be very creative. But conflict needs effective management so that it remains part of a creative rather than destructive process. This is where effective facilitation skills are extremely helpful to keep the team on track, keep the relationships intact to successfully achieve business outcomes. 

 Everyone in the company benefits from goodfacilitation skills. Those that benefit the most from them are more likely to be team leaders and supervisorsFacilitation skills enable a team to arrive at satisfactory outcomes with different agendas and varied chosen outcomes. 

 Steps to achieve effective facilitation skills:- 

 Facilitation helps everyone to feel that they worked together to achieve the best possible outcome of the task. Clearly facilitation has an important role to play in the success of any business. Furthermore, facilitation skills can also help team members to understand how to improve their business communication. When learning how to improve speaking skills and presentation skills, facilitation skills are important. Here are the steps to achieve effective facilitation skills  

1. Set the ground rules 

Always begin by setting the objectivesHaving an outline structure and time for reflection is very helpful. Start by helping the group to clarify an outcome that is practical to achieve in the given time and aim to create an environment of trust and confidentiality.  

2. Always be impartial 

The challenge is to influence the group and not dominate it. This means being able to suppress your own ideas and encouraging others to talk. A facilitator needs to only encourage the group to consider his/her ideas not as a dictator.  

3. Understand group dynamics 

The key is to unlocking the group’s potential to achieve its goal because this is where one can get into the interaction between group members. It is important to make use of questions to clarify, concentrate on the emotional temperament and try to read the body language for any answers. 

4. Use your own personality 

A facilitator’s role is being all about the energy and confidence with which he or she brings their facilitation skills forward. To create an open and honest environment, people need an empathic personal presence and the group needs to respect and believe in you. They also need to feel confident that a facilitator will be able to deal with any obstacle and guide them in the right direction. 

5. Intervene only when necessary 

It is important to continuously notice what is going on with the group and then decide what to do about it. A challenging group can be tricky to handle. Facilitator may need to ask difficult questions which might draw attention to difficult process issues which the group may find uncomfortable to deal with sometimes.  

6. Handling tough situations 

Dealing with difficult people and conflict are two of the major challenges to an effective facilitation. With conflict, there are tactics and skills that one can develop to respond to such situations because success is often determined by how an issue is addressed.  If one comes across a tough individual, one may choose to confront that person in private and give them feedback their impact on the group. 

7. The art to practice 

Having good facilitation skills is an art and not a science. The skills that are involved – good observation and listening, observing body language, understanding human psychology, can all be achieved through continuous practiceThe more we practice our facilitation skills, the more comfortable we will become as a facilitator. 

The importance of facilitation skills:- 

Organizations today, are in need of people with great facilitation skills because without them, they risk reaching a stagnation point. That is not likely to be the most favorable outcome for anyone involved, and it is here that facilitation skills prove their worth. It is surprisingly easy to fall into the trap where organizations ignore the need for an effective facilitation and therefore fail to consider all the possibilities. This can be extremely damaging to organizations that have the potential to develop a rich culture without any challenges or fear of the repercussions.  

 Without effective facilitation skills, one will find it hard to find creativity within the group. This is because these key skills help team members understand how to present a presentation appropriately to the needs of their audience and how to communicate a message in an appeasing manner. 

 Benefits of facilitation skills to the organization:-

Having effective working relationships with people at work can be tricky to manage. Effective group facilitation requires certain abilities to manage the interaction of challenging conversations. These abilities help a great deal to the organization as a whole. 

  • There is more productivity. Having a facilitator with good facilitation skills guide the process provides focus and a sense of deliberateness to the conversation. 
  • Saves time.By investing in a facilitator, you will actually spend less time in both meetings and doing damage control outside the meeting. 
  • Having better outcomes. The facilitator ensures that all opinions are heard and that there is no process loss. A good facilitator aims for a collaborative harmonywhich the decision has been thoroughly discussed and everyone is willing to support and live with it. 
  • Increased commitment from the team.A facilitator should believe that the answer lies within the collective intelligence of the team with which the probability of successful completion increases dramatically. 
  • Having less stress.Facilitators focus on the process the employees do not have to. One can fully engage in the content of the discussion knowing that the facilitator is familiar to all aspects of the team process. 
  • Ability to create better relationships. At the end of the day, people not only wants to feel good about the outcomes achieved but also feel good about the people they worked with.  Facilitators with their facilitation skills are great at managing the team dynamics to ensure a collaborative and supportive environment. 

 Benefits of good facilitation to the employees:-

 

1. Clear communication of the strategy in the direction of the organization 

To ensure that an employee’s career goals are in sync with the company’s goals, the organization needs to be open about its strategy and future directions from the very beginning. Employees cannot be in charge of their career and make good career decisions if they do not understand where their organization is going. 

2. Learning about new opportunities within the organization 

Most employees find it easier to leave their present organization to gain better and new experiences and build their portfolio of skills than to take a new role within the same organization. Senior management can assist in changing this behavior by promoting and facilitating internal transfers. Moving to different functions can help build a girth of knowledge of the organization that will help individuals build good leadership skills.  

3. Proactively managing opportunities for high potential employees 

Most people learn through their experiences, so getting access to development opportunities is the key to keep the employees engaged. However, more often than not, access to good opportunities is mostly dependent on being in the right place at the right time or hearing about the opportunity before othersWhile considering our most valuable employees, it is important to be determined in their development and to plan for key experiences that will help to develop the facilitation skills they need to become good leaders.  

4. Help employees customize their career 

Employees who are the most able to attract different phases in their lives which allows them to ramp up or ramp down during different events going on in their personal and professional lives. 

5. Clear articulation of expectations at different levels 

Employees often get frustrated when they do not know how to get ahead in work or how to develop themselves for the future. By being clear about their performance expectations for the future, employees will be able to more accurately self-assess if they have what it takes to move ahead in their organization. Sometimes employees may have an inaccurate perception of their ability to succeed in the organization, and having clear expectations will help managers with the same situation. 

 Facilitation can take a lot of mental effort, meaning that it can be difficult to think about and contribute content at the same time while facilitating. Neutrality is also very important. As an effective facilitator, one must know when to take a leadership role, and when to be neutral and sit back. The key is to be proficient in the given role and guide the proceedings effectively and to remain focused on the group process rather than specific opinions. Facilitation is an important role to take on and facilitation skills are greatly rewarding. 

Filed under: Executive CoachingTagged with: ,

The Importance of executive coaching and mentoring

It happens so often that the terms executive coaching and mentoring are used alternatively but they are rather different from one another.  

Executive coaching equips an individual to deal with confidently and completely with critical near-term issues, aid you to perfect leadership and management skills and is also said to focus on the needs that were recognized in the 360-degree review that was conducted by the coach, the company or an external agent. The focus of an executive coach is on the short-term outcomes. It is designed to achieve the optimum results in a minimum amount of time. Executive coaches are also said to motivate, inspire and encourage while insisting the clients are in lieu with their priorities and objectives.  

Executive mentoring deals with a broader aspect in comparison to executive coaching. Unlike executive coaching, mentors help their clients with the immediate as will as long-term goals that stretch well into the future. Executive mentoring focuses on teaching an individual to how to execute or impart wisdom in using their skills. Mentors provide their assistance in a range of activities that range from personal to professional to ensure their client’s growth and development.  

Efficient functioning of executive coaching and mentoring ensures that employees are provided a platform to learn, connect and grow within the company and to get a boost for their career paths. 

The significance of executive coaching and mentoring is as states below: 

Retention  

Executive coaching and mentoring promote loyalty. This sense of loyalty towards the company or organization develops as commitment and connection felt by the mentees when the mentors help them provide opportunities and mould their careers. Positive work experience is encountered when the employee feels comfortable with the management encourages open communication and this is carried out by executive coaching. The money spent on continual recruitment and training of replacement employees is eliminated.  

Personal Development 

The expertise and knowledge of the experienced employees results in a better efficiency as this may aid the younger and ewer employees to learn the methods of the organization. Executive coaching and mentoring may further guide the employees in become well versed of the expectations of the organization. Coaching, and the boundaries of a trusted and confidential relationships provides a platform for the employees to resolve their issues and concerns. This acts as a benefit to the organization as it aids in the reduction of frustration on a personal level and improves the individual’s job satisfaction.  

Team Efficiency 

Apart form providing individual focus on the employee, executive coaching and mentoring improve the functions of the team, department and the entire organization. As the managers receive executive coaching and mentoring, it helps them identify the weaknesses and strengths of each of their employees. This is so that even when the employees take request vacation or take a sick day, the organization can capitalize on the resources available to ensure that the entire team works efficiently.  

Therefore, we can see that executive coaching and mentoring can provide an array of benefits for the any kind of organization. Thus, the implementation of executive coaching and mentoring in an organization can become an excellent contribution to ensure the overall development of the individual employee as well as the organization.  

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Six Reasons to Utilize Executive Coaching Solutions

Executive coaching solutions can be described as the solutions proposed and prepared by coaches to tackle the problems in certain areas and to improve the quality of the coache (executive leaders). Executive coaches provide solutions that would act as catalyst to challenge and support the coache (executive leaders) in identifying their leadership skills and acknowledge the change that is required. These changes are ensured to be impactful and to be sustainable for a long period of a time.

Some of the methods followed by executive coaching solutions are given below:

Self-directed learning

Executive coaching solutions place emphasis on ensuring that the coaches help coachee (executive leader) identify their area of problems or impasse through a structured questioning approach rather than the traditional method of directing or advising. Being self-directed is the most efficient way to learn, think, invent, solve problems, visualize, rethink and re-engineer. This is directed to help the coachee to form definitive ideas, regulate relationships between concepts and optimizing their thoughts.

Solution-focused effort

Executive coaching services do not focus on just searching for the cause of the problem but is also about finding the best suited solution. It is about creating a vision towards an end goal and working towards that goal while simultaneously being focused on the solution. The focus is on positive change as opposed to deficit focused change. The first step is recognized as identifying the reason for coaching – as an amazing opportunity for growth, development, self-insight and career progression.

Positive feedback

Executive coaching solutions focus on an approach that is directed towards positive reinforcement where the frequency of a desired behaviour is increased by increasing the favourable stimulus. That is, the solution is more focused to identify the verbal appreciation or such reinforcements that is found to be favourable to the coachee in order to increase the desired behaviour of the coachee. Positive feedback is found to act as a signal to the brain to perform more of something. The executive coaching solutions try to avoid pointing out what the coachees do wrong. Encouragement and support are seen to increase the coachees confidence and performance.

The stretch

Executive coaching solutions believe that people work better when challenged and stretched. The term stretched is used to describe the ability to push people to their limits and help them exercise their potential to their fullest. These challenges and the stretch should be designed to be appropriate for each individual. When the coachees are stretched appropriately to think differently and perform actions that are different in nature help the coachees feel invigorated. This gives the coachees a chance to showcase their knowledge in different ways in order to develop their thinking along new lines.

Leadership acceleration

Executive coaching solutions circle on the idea that increased responsibility is accompanied by heightened expectations. This entails preparing leaders for the next role in the stepping ladder of leadership while exploring their competencies and discover potentials shifts in their leadership styles. Executive coaching solutions aim to gear the leaders for their next roles while producing stand out results.

360-degree feedback and development planning

While practicing positive feedback is a method of executive coaching solutions, 360-degree feedback and the development planning managers and peers provide insightful feedback that enhances self-awareness of a leader, identify strengths and targets required development plans. This maybe facilitated by developing a customised 360-feedback process or by optimizing the organization’s existing feedback process.

Enhancing high potential performance

The current business environment demands rapid and accelerating change which compels leader to deliver results in the highest possible level. Executive coaching solutions also help the leaders excel and progress in their current roles. The substantial difference in the leadership is brought about through introspection, stakeholder feedback, development planning, ongoing coaching support and progress measurement.

Executive Coaching can be a great solution for HR-based practices and for developing the senior leaders.

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Trivandrum OBT

Team Building locations around Trivandrum

Outbound training programs have energy of their own – they let people discover things about themselves and their team members – things they may have missed so far or those never really on display in the sterile environs of the office.You can choose from several teambuilding locations around Trivandrum in Kerala that provide the right ambiance for perfect teambuilding programs.

1.About Trivandrum

Trivandrum or Thiruvananathapuram as it is officially known is the capital city of “God’s Own Country” – Kerala. There are several places of tourist interest in Trivandrum right from the lakes and lagoons to the mountains, waterfalls and beaches. Museums, art galleries, palaces, temples and wildlife sanctuaries – this city has them all.

2.  Team building locations around Trivandrum

Some of the locations around Trivandrum also provide the perfect setting for teambuilding sessions. While there are a number of resorts that provide the facilities and infrastructure for indoor sessions on teambuilding and leadership training, the real secret of memorable teambuilding programs is in using the locales in an around Trivandrum to drive home crucial concepts.

3.  Agastyarkoodam

This is a mountain peak of the western Ghatmountains which at 1868 m, is Kerala’s second highest mountain peak. Covered with dense forests, Agastyarkoodam peak is the ideal place to take your team trekking and set them learning about resource management, communication, empathy and working in unity. The state forest department has to be notified in advance and will issue forest passes to allow you entry into this area.

4.  Vaiyanthol/Aruvi Waterfalls

Located in the Peppara forest range, the Vaiyanthol peak is home to the Aruvi Waterfalls. Entry into this area also requires permission from the forest department and after leaving the area called Bonecaud, there is no road. All your team has to do is take a few risks, learn and unlearn, and be prepared to trust and depend on each other for support, besides listening to and obeying the instructions of the guides from the Kaani tribe who guide trekkers to the peak – quite a lot of learning in one session, you’ll agree.

5.  Shangumugham Beach

Less crowded than the more popular Kovalam beach, the Shangumugham Beach can be the perfect spot for some uninhibited fun in the water and on the sands. Besides providing some much-needed stress relief, the beach also turns into the ideal spot for teambuilding exercises when you get your team to begin building sand castles. The castle turns into a metaphor for the organization, and team members begin to introspect, identify and examine their abilities to set goals, use creativity to solve problems and develop of sense of doing their part with responsibility.

6.  Aaranmula Village

To really see the concept of teamwork in action and its ability to fetch results for the team, take your trainees to the little village of Aaranmula during August-September when it is time for Kerala’s oldest river boat festival. Get them to watch as massive teams (100 rowers, four helmsmen and 25 “motivational” singers on each boat work in perfect rehearsed union to win the race. If you manage to arrange a chat with these boating teams – great; even if you cannot, just watching them in action will open your trainees’ eyes to the magic of teamwork.

Taking your team to teambuilding locations around Trivandrum can thus help set the base for team members to develop the willingness to coordinate and communicate. The sharing of experiences that pit the team as a united force against the elements or require them to overcome the obstacles of conventional thinking paves the way for mutual respect, unity of effort and smooth functioning of the team.

Filed under: Coaching

Ethics In Coaching

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Coaching: A Case Study

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