Category: Coaching

What is Stress Coaching?

Being stressed is something that we experience in our day to day life. For some it’s a recurring problem and can affect their health and well-being. Stress can affect people in different ways and the cause of stress can widely vary. Change in job, going to a new place, arguments with friends and families, etc can cause stress. A circumstance can be stressful for one but not for others. It all depends on the individual and his/her coping mechanism.

Symptoms of stress

  • Difficulty sleeping
  • Change in appetite
  • Feeling anxious
  • Sense of overwhelm
  • Shallow breathing
  • Snapping at people
  • Feeling dizzy
  • Muscle tension
  • Headache

There are a lot of ways to deal with stress. It can include changing lifestyle, using self-help techniques, seeking help from mental health professional, life coaching etc.

How can coaching help with stress?

The aim of the coach is to offer clarity about the circumstance in order to help the individual to understand it properly. This helps the individual to understand the root cause of the situation. Coach engages the individual in a series of conversation to make him/her understand the situation properly. Coach helps in gaining insights or reflection that the individual might not have considered earlier.

Stress coaching helps the individual to come up with strategies and techniques to reduce the stress and to cope in an effective manner whenever any stressful situation arises. There are a lot of stress relaxation techniques, journaling techniques, meditation, etc which help the individual during stressful conditions.

Understanding the root cause may lead to a change in habits of the individual which ultimately help in dealing with stress in an effective manner. Coach will help the individual to adopt the new habits in an effective manner. For example, setting some boundaries, saying “no” to some things, etc will help the individual to cope better.

During coaching, individual can set goals for himself/herself and can decide on the areas to focus upon during each session. Each session will help in uncovering the root cause of the situation and help the individual to feel better and manage it in an effective manner.

After all the sessions are done, individual should create an action plan for oneself regarding the way he/she will move forward and deal in a stressful condition.

Some self-help tips to deal with stress

  1. Ask for help whenever required, delegate the tasks. This will help in lifting off the pressure. It can be done at work or in personal life.
  2. Use relaxation techniques like deep breathing exercises, meditation, etc.
  3. Avoid too much caffeine or sugar as this lead to physical symptoms which are similar to anxiety-like feeling dizzy, heart palpitations and may lead to stress.
  4. Be active as physical activity helps to reduce stress and improve the overall well-being of the individual.
  5. Build a support network and turn up to them when you need them. Talking to other people helps in relieving stress and help to cope better.

Stress coaching and self-help techniques help the individual to understand the situation better and come up with strategies to cope in an effective manner.

Filed under: Coaching

What does team coaching mean?

What does a team mean?

According to Katzenbach and Smith (1999), Team is ‘a small number of people with complementary skills, who are committed to a common purpose, performance goals and approach, for which they hold themselves mutually accountable.’

What does team coaching mean?

According to David Clutterbuck (2009), team coaching means, ‘Helping the team improve performance and the processes by which performance is achieved, through reflection and dialogue.’

Team coaching generally helps the teams to reach their goals, while creating a sustainable environment which leads to long-term excellence and success. It is done by aligning the team to a common purpose, share the vision, define clear roles, make powerful choices and take strong action.

Organizations which are new to team coaching may view it same as team building but there is a difference between the two. According to Schein (1999), team building works on the interpersonal relationship and helps the team members to strengthen collaboration to increase the performance and productivity of team. Whereas, team coaching focuses on skills and processes which are underlying like how the team communicate internally and externally, how they relate to tasks, etc. This usually takes much longer but has a lasting effect on the productivity of the team.

Team coaching helps to create a supportive and safe environment where people can express their ideas openly and expect them to flourish and take shape. When people feel safe, better and constructive decisions are made. Team coaching also helps in making people collectively aware i.e. team members develop the skill to deal with the already existing issues and also to deal with the new issues which will inevitably pop up in the future. Team coaching also enables team members to understand and appreciate each other’s unique strengths. This leads to synergistic results as well as a shared drive to succeed.

Who can benefit from team coaching?

Senior and mid-level management teams, cross-cultural teams, board of directors, human resource teams, educational teams, virtual teams, etc.

How can team coaching benefit the team?

Team coaching helps the team in the following manner:

When there is a cultural and communication gap, team coaching can help in understanding the root cause and help in finding the best solution.

  • To develop new strategies when team is facing burnout and distress.
  • To re-stabilize the teams during the time of organizational change, growth, merger, downsizing, etc.
  • To empower the decision making of the team.
  • To make diversity as a powerful tool which will help the team to move forward.
  • To solve the perpetual team conflicts.
  • To enable the team to reach its performance goals and deadlines.
  • To help a successful team to seek its next level growth.

These are some of the areas where team coaching can help to get the team better. Team coaching doesn’t always have immediate results because there is a lot of ambiguity when it comes to team dynamics which creates unpredictability. But team coaching does help in creating a long-term view for the team as well as for the organization which ultimately removes the ambiguity and creates a clearer vision for the future of the team.

Filed under: Coaching

Goal Setting Process: Principles and Characteristics

Setting goals, whether short-term or long-term, are ultimate ways to provide focus and direction in our lives. The process of goal setting is not a casual effort but a purposeful, explicit process that guides transformation. Along with providing direction, goals also help us to measure if we are succeeding and whether any course corrections need to be made along the way.

Since goal setting process is a conscious effort, one needs to ensure that the goals have all the characteristics needed.

The Top Five Characteristics are Abbreviated as SMART

    1. Begin with writing specific goals as they help to provide precision to the process. Be as specific with facts and data as you can. For instance, instead of writing “achieve business target by end of this quarter”, set goal as “achieve business target of 25 lacs by March 31st “
    2. Second, ensure that your goals are measurable. As mentioned earlier, goals help us to monitor how much have we succeeded. If goals cannot be measured, it will be difficult to assess how well are we doing in achieving it. A goal of “achieve business target of 25 lacs by March 31st “can be easily measured by matching the on-actual numbers with the projections. In case the goal is more subjective, say “Think more positively by the end of June 2020”, then assign a measurable unit to that. How would you measure if you have started thinking more positively? Maybe, get feedback from others or have positive outcomes to situations. So, adding the outcome of the situation or the number of positive feedbacks received can be a measurable approach to a goal.
    3. Third, apart from being specific and measurable, goals should be attainable. it’s good to be ambitious but goals that are not realistic and only ambitious can be demotivating. Such goals, no matter how hard you try, will be difficult to achieve. Check for resources and capability to attain the goal before writing it down. If the adequate resources are not available, then specific and measurable goals may not be achieved.
    4. Fourth step in the goal setting process is to ensure that the goals are relevant and must be aligned to our ambitions and plans for self. When goals are not relevant, we are not motivated enough to achieve it and the focus from it is lost along the way.
    5. Lastly, goals should be time-bound. Giving a deadline increases the sense of urgency to achieve the goal and makes planning effective. When setting deadlines, one must ensure that it is realistic. It should not be too rigid and stringent, and neither should it be too lenient and flexible. Assess the adequate time necessary for achieving the goal and then set the deadline.

Apart from these 5 characteristics, the following principles must be considered:

  • Goals should be of moderate difficulty level. Goals that are either too easy or too difficult do not motivate us.
  • We must write our goals. Just keeping it in our head will make us forget and lose focus from the goals.
  • Although goals are set with its characteristic of being attainable, one shouldn’t be hesitant to ask for help if there is any obstacle in reaching the goals. Therefore, having a plan B and listing back up resources to attain the goal is a good practice
  • Make it a habit to keep checking your progress on the goal and make course corrections whenever necessary. Schedule these review session and make modifications early in the process rather than later (closer to the deadline).

Following these simple principles and characteristics in the goal setting process can help us to be more focused, provide us a direction and transform our lives.

Filed under: CoachingTagged with: ,

What does developmental coaching involve?

Developmental Coaching

Developmental coaching is built on the framework which first aims to understand the ‘what’, ‘why’, and ‘how’ of the individual before starting the process of coaching. Most of the coaching processes don’t look at the root cause of the problems that the individual is facing. But on the other hand, developmental coaching looks at the problem holistically and this aspect creates the difference.

What does developmental coaching involve?

Developmental coaching, unlike traditional coaching, uses 360-degree feedback, standardised assessments, and past experiences to understand the stage of development that the individual is currently in. A developmental coach should focus on the characteristics exhibited by the individual because they reflect his/her developmental stage. No two individual of different age should be coached in the same manner.

Developmental coaching also focuses on the ‘mental age’ of the individual. Focusing on mental age is different from focusing on past experiences. Past experience will help in revealing the thought patterns that have existed in the past and mental age will help in determining how the individual has evolved into his/her current state of mind.

Developmental coaching pays attention to the experiences that have determined the person we have eventually become. Different degree of meaning that the individual attaches to a particular experience will dictate the action of the individual in future.

The process of developmental coaching

Developmental coaching doesn’t focus on the process of conditioning because true development comes when individual finds meaning itself rather than attaching it something and then change the behaviour. The motive of developmental coaching is not to bring changes in behaviour but to bring a change in the mindset which ultimately affect the behaviour and lead to desired results.

Developmental coaching is concerned with revealing the root of the mindset problem or insecurity and helping people with equipping themselves with the mindset to tackle the problems on their own. This type of coaching helps the individual to place himself/herself on a constant framework of development rather than focusing on a particular target.

Some of the techniques of developmental coaching are:

Integrated mental training is a process in which developmental coach influence individual’s emotional and cognitive states and helps in developing new perspectives and attitudes to cope with the problem. This technique pays a lot of emphases on unlocking alternative state of consciousness through images or visual stimuli. It also helps in improving the relationship between mind and body.

Coaching for prevention encourages constructive pattern of thoughts which helps the individual to think for the future rather than ignoring it. This technique ultimately attempt to solidify one’s goals for the future rather than focusing on the problem. If an individual is able to visualise a path for a particular goal, this is more constructive than making oneself equipped to deal with unforeseeable problem of the future.

These are the two techniques which are used in developmental coaching and helps in making it more effective. Developmental coaching is relatively longer in its process but definitely has a lasting effect on the individual and helps in making him/her equipped for the future.

Filed under: Coaching

The Value of an Organization’s Purpose

The famous organizational consultant and motivational speaker, Simon Sinek, has brought to the attention of the world, the power of ‘why’. He stated that every successful organization and action is born out of this power of ‘why’. He has used the example of the high sales of Apple’s iPod to demonstrate that the power of why connects with the consumers and they associate themselves with the organization.

The ‘why’ here is the purpose and the mission of the organization. An organizational mission is a purpose statement and a rough plan inclusive of the organization’s values, strategies, and objectives. Every organization has a mission whether it is formally written or not.

An organizational mission is a guide for the major decisions taken within the organization as the mission includes the goal that the organization aims to achieve. Generally, the mission of the organization is one which was brewed from the mind of the founders of that organization. The mission is, therefore, a mirror image of the mission and the purpose of the founder; but this can evolve over time as the organization takes its own identity.

Shapes the culture of an organization and provides a basis for bonding and a better understanding of the organization. The newly added human capital to an organization can be easily trained by keeping the ‘why’ of the organization in mind. The employees also direct their behavior on their own as they continue to understand the organizational purpose and connect it with their individual purpose.

It is rather beneficial for every organization to formulate an organizational mission. There are many advantages to adding a formal mission in the organizational culture. As the purpose of an organization is imbibed within the employees, they are more likely to work happily and efficiently towards the same.

The mission statements also work as a guide and help leaders and managers to take actions accordingly. If all the employees are aware of the objectives of an organization and the ethical fulfillment of those objectives, then the organization has a higher probability of reaching its goals in a rather shorter time period. The mission and the goals stated in the mission are vital to boost positive behavior and reinforcement of goal-oriented behavior.

The mission statement of the organization should be concise, realistic and impactful. It is critical to formulate an accurate and clear statement; an ambiguous mission statement can lead to diversions from the goal of the organization. An ideal statement is known to include three major components – the target audience, the product/ service provided by the organization and the USP of the organization. It is important that a statement is objective and is not over the clouds, filled with fancy and unnecessary words. An unrealistic mission statement can lead to a wasteful utilization of the resources of an organization.

The business magnate Richard Branson has also stressed the value of an organizational mission towards directing the organization and pushing it towards the realms of success and progress. Hence, it is advisable for organizations to identify their mission and work towards formulating an encouraging and guiding mission statement.

Filed under: Executive CoachingTagged with: ,

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

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 between Business 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 on Investment) 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: 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.
    2. 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.

Filed under: Executive CoachingTagged with: ,

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 good Facilitation skills. Those that benefit the most from them are more likely to be team leaders and supervisors. Facilitation skills enable a team to arrive at satisfactory outcomes with different agendas and varied chosen outcomes.

 7 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 objectives. Having 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 practice. The more we practice our facilitation skills, the more comfortable we will become as a facilitator.

Continue: The Importance of Facilitation Skills

Filed under: Executive CoachingTagged with: ,