This was informative. I liked very much how the coach allowed the individual to speak, didn't interject, and allowed him come to his own conclusions through gentle guidance provided by the coach throughout the session. Thanks for the upload.
This video provides valuable insights and information. The coach effectively demonstrates essential behaviors, including active listening, collaboration, a non-judgmental approach, and high emotional intelligence.
Very helpful video, It was great to se how the coach ask a powerful question and give the space to coachee express his views, thank you for sharing and looking forward to watch the next video
As working as an exective coach is currently one of my career options, this makes me imagine what exactly I am gonna be doing, at the same time, makes me wonder what kind of people tend to succeed as a coach... I appreciate if anyone with experiences help me figure this out
IMO Executive coaching requires at least 10 years of hands on experience, leading teams in your own business or as a senior manager in corporate. If you're asking this question, I suggest getting as much experience as possible. A problem I see in the field where most CEOs and Founders are frustrated with is inexperienced "Coaches" & "Business Consultants" giving them cookie cutter advice they've acquired from a course. SO get hands on experience and on top of this find a mentor and invest on Coaching to work on yourself. Good luck!
I'm not so sure I could follow this coaching conversation. It's clear that a good chunk has been cut, making the answer to the question "How are we doing so far? Are you getting what you wanted?", not easy to relate to what we have seen. His learnings too don't seem to ensue from what we have seen happening in the coaching. Anyway, starting from the beginning, I did not hear the executive talk about 'seeking approval' and 'be liked'. Those words were introduced as an interpretation on the part of the coach. All pointed to a sense of responsibility towards his own team and a belief that he is needed. So my choice would have been that of asking a question to get clarity on what he is feeling, vs. the external situation, exploring his beliefs. Also, asking "What should you have done and you did not...." sounds judgmental to me. I never use the word 'should' in my coaching, nor encourage my coachees to do that. I usually ask them to try and replace 'should' with 'want' and see how/if what they just expressed changes. I'd probably have formulated the question as "What do you tell yourself you could have done differently?" -- that says that it's not me asking you what you 'should have done', but that I'm wondering how you are, again, feeling about yourself, in this situation. Probably the rules of executive coaching are a little different...? I did not think so, though certainly one has to have a particularly strong presence. This is clearly a very experienced coach, and so I'm puzzled/curious about my own way of seeing this. Thanks for posting this video, it's always a stimulating learning opportunity.
If this is not a short version of a coaching session then it’s not a coaching session. Identifying who is responsible is not at all identifying what he should do about it. Everyone thinks they know what the problem is but not identifying the solution leaves all the work ahead of you.
Nope. This was perfect. The client realised that there is no problem and what he needs to do next. You are not there to give advice, but rather to guide them
Having administrative or managerial responsibility does not mean someone is narcissist. Someone judging leaders etc as automatically being narcissist might be tho?
![Overcoming Confidence | 1-on-1 Executive Coaching Session Demo [UNEDITED]](http://i.ytimg.com/vi/tviV2REQfTU/mqdefault.jpg)
![Overcoming Confidence | 1-on-1 Executive Coaching Session Demo [UNEDITED]](/img/tr.png)
This was informative. I liked very much how the coach allowed the individual to speak, didn't interject, and allowed him come to his own conclusions through gentle guidance provided by the coach throughout the session. Thanks for the upload.
This video provides valuable insights and information. The coach effectively demonstrates essential behaviors, including active listening, collaboration, a non-judgmental approach, and high emotional intelligence.
It’s great example of coaching session conversation, give the space to coachee express his view and reflection, thank you 🙏 for sharing.
Very helpful session. It was great to see first hand what leadership/executive coaching looks like and what to expect. Thanks for this video.
Thank you for sharing this video. Very helpful and informative.
Woww, really appreciable. Extremely effective for overall growth. Love your content.
Very helpful video, It was great to se how the coach ask a powerful question and give the space to coachee express his views, thank you for sharing and looking forward to watch the next video
Top! Muito bom.
As working as an exective coach is currently one of my career options, this makes me imagine what exactly I am gonna be doing, at the same time, makes me wonder what kind of people tend to succeed as a coach... I appreciate if anyone with experiences help me figure this out
IMO Executive coaching requires at least 10 years of hands on experience, leading teams in your own business or as a senior manager in corporate. If you're asking this question, I suggest getting as much experience as possible. A problem I see in the field where most CEOs and Founders are frustrated with is inexperienced "Coaches" & "Business Consultants" giving them cookie cutter advice they've acquired from a course. SO get hands on experience and on top of this find a mentor and invest on Coaching to work on yourself. Good luck!
thank u. this is a good example.
This is really amazing in vibes of great conversation. So nice to watch.
Great video!
Great video.
I'm not so sure I could follow this coaching conversation. It's clear that a good chunk has been cut, making the answer to the question "How are we doing so far? Are you getting what you wanted?", not easy to relate to what we have seen. His learnings too don't seem to ensue from what we have seen happening in the coaching. Anyway, starting from the beginning, I did not hear the executive talk about 'seeking approval' and 'be liked'. Those words were introduced as an interpretation on the part of the coach. All pointed to a sense of responsibility towards his own team and a belief that he is needed. So my choice would have been that of asking a question to get clarity on what he is feeling, vs. the external situation, exploring his beliefs. Also, asking "What should you have done and you did not...." sounds judgmental to me. I never use the word 'should' in my coaching, nor encourage my coachees to do that. I usually ask them to try and replace 'should' with 'want' and see how/if what they just expressed changes. I'd probably have formulated the question as "What do you tell yourself you could have done differently?" -- that says that it's not me asking you what you 'should have done', but that I'm wondering how you are, again, feeling about yourself, in this situation. Probably the rules of executive coaching are a little different...? I did not think so, though certainly one has to have a particularly strong presence. This is clearly a very experienced coach, and so I'm puzzled/curious about my own way of seeing this. Thanks for posting this video, it's always a stimulating learning opportunity.
True; I thought it was just me.
well done!
Insane. Only 5 minutes and bam!
Nice one
If this is not a short version of a coaching session then it’s not a coaching session. Identifying who is responsible is not at all identifying what he should do about it. Everyone thinks they know what the problem is but not identifying the solution leaves all the work ahead of you.
Nope. This was perfect. The client realised that there is no problem and what he needs to do next. You are not there to give advice, but rather to guide them
Why the label "so you are seeking approval"?
I have no idea where that came from. I am asking myself.
@@sbaina1 He knows what needs to be done but is holding on and won't let go. He needs to believe it's safe to go for his plan.
Can you tell me who the coach is please. Thanks.
Its Graham Richardson
Pretty much same techniques as therapy
Not even close.... but "Tell me about your mother..." ?
How could anyone coach anyone that considers themselves an executive? An “executive” = “ a narcissist”
Having administrative or managerial responsibility does not mean someone is narcissist. Someone judging leaders etc as automatically being narcissist might be tho?
honestly feels like a self admission or discomfort for you.