Greg Kilgore 💻 🎤

Sustain High Performance With Psychological Safety https://buff.ly/4b0mYPt

1

📣 Calling all ACC and PCC credentialed coaches! Did you know that to renew your ICF certification, you need at least *40 Continuing Coach Education (CCE) credits* in the three years since your last renewal or initial credential? Here’s a quick rundown of what’s required: For ACC Renewal: 🔸 24 CCEs in Core Competencies 🔸 3 credits in Coaching Ethics (ICF offers a free ethics course!) 🔸 10 hours of Mentor Coaching over at least three months For PCC Renewal: 🔸 24 CCEs in Core Competencies 🔸 3 credits in Coaching Ethics The rest of the required credits can be in Resource Development or Core Competencies. 👉 Now for the good news: our Level 2 “From ACC to PCC” course starting in just TWO DAYS fully satisfies the training requirements for both ACC and PCC renewals. 🗓️ Course Details Dates: 21/11 - 27/03 Time: 17:00 - 18:30 CET This program is designed to deepen your coaching mastery, help you refine your skills, and count toward renewing or upgrading your credential. Ready to meet your renewal requirements while growing as a coach? ⏳ Register now >>> https://lnkd.in/diWmrNJ6 #CoachingJourney #ICFRenewal #LevelUpYourCoaching #LeadershipDevelopment

1

Stressing over recording sessions for an ICF coaching credential? You're not alone! Instead of aiming for a perfect recording, make a habit of recording many sessions. This way, you can focus on coaching, not performing. How do you approach your credential recordings? Any tips that work for you? https://lnkd.in/e4Hbrd3u

1

Getting stuck with your clients? Or feeling like they just aren't 'ready' for coaching? Gestalt can help. New Gestalt 1 cohort starting June 10th. Learn one of the foundational philosophies of Pilea Integrative Coaching. Register: https://zurl.co/YnIf #leadershipcoaching

2

New guidebook offers useful strategies for advancing self-regulation - https://lnkd.in/eycXGe2E Executive function and self-regulation (EF/SR) skills provide critical supports for learning and development, and while we aren’t born with these skills, we are born with the potential to develop them through interactions and practice.  This 16-page guide describes a variety of activities and games that represent age-appropriate ways for adults to support and strengthen various components of EF/SR in children. Each chapter of this guide contains activities suitable for a different age group, from infants to teenagers. Read more & download the guide >> View more tools & guides >> The Chronicle of Evidence-Based Mentoring

1

Chris Argyris's 1991 concept of Double Loop Learning offers a profound insight into organizational learning and problem-solving. This model encourages a deeper inquiry into the root causes of problems, going beyond superficial fixes to challenge the underlying assumptions that govern organizational behaviors. Key Points:  ☞ Single Loop Learning: Focuses on solving problems within existing parameters and assumptions.  ☞ Double Loop Learning: Questions and potentially alters those underlying assumptions and norms to address the root causes of issues.  ☞ Enhanced Problem-Solving: By understanding and modifying the foundational beliefs, organizations can create more sustainable solutions and foster adaptive growth. Double Loop Learning not only provides a method for deeper organizational introspection but also promotes lasting change through continual learning and adaptation. Tim HJ Rogers Consult | CoCreate | Deliver I support people and teams to grow, perform and succeed unlocking potential as a partner Consultant, Coach, Project and Change Manager. Together we can deliver projects and change, and improve the confidence, capacity, drive and desire of the people I work with. ICF Trained Coach | MBA Management Consultant | PRINCE2 Project Manager, Agile Scrum Master | AMPG Change Practitioner | Mediation Practitioner | BeTheBusiness Mentor | 4 x GB Gold Medalist | First Aid for Mental Health | Certificate in Applied Therapeutic Skills #people #process #performance #projects #programmes #pmo #change #processimprovement #projectmanagement #changemanagement #workshops #mediation #coach #icfcoach #mentor #facilitation #training #jersey #channelislands

1

Communication Training Topics Credit to Catherine McDonald. Follow her for lean business and leadership insights. Original post: __________ The number one reason for low team productivity is poor communication. Effective communication is the cornerstone of successful teamwork, and when it breaks down or is lacking, it affects how well a team can align, collaborate and address challenges together. Thankfully, in recent years, there has been a growing recognition of the importance of training and coaching people to develop their interpersonal skills in the workplace. More companies are now incorporating communication training into their employee development initiatives. While we still have a way to go...many companies are recognizing that interpersonal skills, particularly effective communication, are essential for fostering collaboration, driving innovation, and maintaining employee engagement. As a result, they are investing in training programs that go beyond traditional technical skills. I'm glad to see many organizations incorporating group workshops and individual coaching to help employees improve skills like active listening, emotional intelligence, and conflict resolution. I'm also glad to work with some of these companies and observe first hand how they are integrating communication training into leadership development initiatives. 💡 For those who feel you need to improve in this area... 👉 Make your communication training more effective by tailoring it to the unique needs of your team, focusing on specific challenges they face, and incorporating real-world scenarios that resonate with their day-to-day interactions. 👉 Take a look at my checklist below, it may help you to start identifying you and your team's immediate training needs, and help you plan for a more development program that addresses both short-term gaps and long-term growth in communication, leadership, and collaboration skills. (Involve your team in the decision-making!). ❓ Today's question... What’s one communication skill you believe is often overlooked but crucial for team success? Leave your comments below 🙏 __________ 📌 Grow your LinkedIn with ready-to-use templates you can personalize and download → ProfileBoost.com

656

22 Comments

📢 𝗥𝗲𝗮𝗱 𝗢𝘂𝗿 𝗟𝗮𝘁𝗲𝘀𝘁 𝗕𝗹𝗼𝗴 𝗣𝗼𝘀𝘁! 𝗛𝗮𝘃𝗲 𝘆𝗼𝘂 𝗵𝗲𝗮𝗿𝗱 𝗮𝗯𝗼𝘂𝘁 𝗕𝗹𝗼𝗼𝗺'𝘀 𝗧𝗮𝘅𝗼𝗻𝗼𝗺𝘆? This essential framework can elevate your assessments by helping you create more effective tests that match cognitive levels. Dive in here: https://lnkd.in/eyPyThFV #Assessment #BloomsTaxonomy #EffectiveTesting #EdTech

5

The Six Thinking Hats Technique: A Powerful Tool for Better Decision-Making https://buff.ly/4f1y4Wk via Dr. Morphis Tsalikidis, PhD of Morphis Consulting on Thinkers360 #ChangeManagement #Leadership #Management

2

The 4 Stages Of Psychological Safety Credits to Paul Byrne and Timothy R. Clark, follow them for more useful content. ------ Here's the original post: Psychological Safety Grows-up One of the most helpful but often misapplied ideas with teams is Amy Edmondson's concept of psychological safety. Many think of it as binary - it is either present or not. The reality, like most things, is more nuanced. A helpful extension to Edmondson's work comes from Timothy R. Clark, who introduced the concept of the four stages of psychological safety in his book "The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation." Clark asserts that psychological safety matures through stages in a progressive, layered fashion, starting with the foundational need for individuals to feel included and accepted within their team or organization (Inclusion Safety). This bedrock of belonging creates the essential conditions for individuals to feel secure enough to engage in learning behaviors, such as asking questions and seeking feedback without fear of embarrassment or ridicule (Learner Safety). As individuals become more comfortable in their learning role, they want to apply their skills and knowledge, contributing to the team's goals and success (Contributor Safety). Finally, the most advanced stage, Challenger Safety, emerges when individuals not only contribute but also feel empowered to question and innovate, challenging the status quo to drive improvement and change. Each stage builds upon the previous, illustrating a dynamic process of growth where the environment becomes increasingly conducive to openness, risk-taking, and creativity, fostering an inclusive and innovative culture. Rather than considering whether Psychological Safety is present or not, a more revealing exercise for teams is to explore and discuss what stage of P.S. they have matured into. A simple exercise you can try is to draw Clark's model (image below) on a whiteboard (real or virtual) and ask the team to place a tick mark at the stage where they believe the team operates most of the time. The key here is "most of the time." Teams will fluctuate along the continuum depending on the topic and context - but most have a default setting. Reflect and discuss where the team sees itself and take note of the distribution of ticks. What could be possible at the next stage? Does the sense of safety depend on where you sit on the team? What would we need to let go of - and step into to reach it? ------- Follow Business Infographics to learn from the best visuals.

363

11 Comments

Four Key Coaching Models Credits to Timothy Timur Tiryaki, PhD, follow him for more valuable content. ------ Here's the original post: Coaching models provide structured frameworks for guiding purposeful, goal oriented conversations. 🔵 Here's a look at four popular models: 1. GROW: Goals - Reality - Options - What’s Next The GROW model is a widely-used approach that helps individuals clarify their goals, assess their current reality, explore options, and determine the next steps. It is simple yet powerful, enabling clear and focused coaching sessions. 2. OSCAR: Outcome - Situation - Choices - Actions - Review The OSCAR model expands on the GROW model by incorporating a review step. It emphasizes defining the desired outcome, understanding the current situation, exploring choices, taking action, and reviewing the progress. This model is particularly effective for long-term coaching relationships where continuous improvement is key. 3. CLEAR: Contract - Listen - Explore - Action - Review The CLEAR model focuses on establishing a coaching contract, actively listening, exploring issues deeply, taking actionable steps, and reviewing outcomes. It is especially useful for ensuring that both the coach and the coachee are aligned and committed to the process. 4. GREAT: Goal - Reality - Explore - Action - Timing Similar to GROW, the GREAT model adds an emphasis on timing, making it effective for goal setting where deadlines are critical. This model ensures that actions are not only strategically planned but aligned with an appropriate timeline. 🔵 How are they similar? All four models are designed to provide structure to coaching conversations, helping individuals set and achieve goals. They each emphasize understanding the current situation (Reality/Situation), exploring possible actions (Options/Choices/Explore), and taking concrete steps (Action). These models also stress the importance of review and reflection, though the approach and terminology differ slightly among them. 🔵 Strategic Thinking & Coaching Strategic thinking encourages deeper questioning: How do these goals align with the bigger picture? What potential roadblocks should we anticipate? What long-term impact will these actions have? When applied strategically, models like GROW, OSCAR, CLEAR, and GREAT don’t just facilitate goal achievement—they foster a mindset of strategic thinking, adaptability, and alignment with broader organizational or personal visions. This makes the coaching process more dynamic and forward-thinking, ensuring that progress is sustainable and impactful over time. 🔵 Reminder: Coaching is not about a model. Whether you choose GROW, OSCAR, CLEAR, or GREAT, these frameworks are just reminders on how to approach a session. Great coaching is about your presence, your mindset, your ability to deeply listen, evoke awareness and help your coachee develop themselves. ------- Follow Business Infographics to learn from the best visuals.

789

24 Comments

Four Key Coaching Models Credits to Timothy Timur Tiryaki, PhD, follow him for more valuable content. ------ Here's the original post: Coaching models provide structured frameworks for guiding purposeful, goal oriented conversations. 🔵 Here's a look at four popular models: 1. GROW: Goals - Reality - Options - What’s Next The GROW model is a widely-used approach that helps individuals clarify their goals, assess their current reality, explore options, and determine the next steps. It is simple yet powerful, enabling clear and focused coaching sessions. 2. OSCAR: Outcome - Situation - Choices - Actions - Review The OSCAR model expands on the GROW model by incorporating a review step. It emphasizes defining the desired outcome, understanding the current situation, exploring choices, taking action, and reviewing the progress. This model is particularly effective for long-term coaching relationships where continuous improvement is key. 3. CLEAR: Contract - Listen - Explore - Action - Review The CLEAR model focuses on establishing a coaching contract, actively listening, exploring issues deeply, taking actionable steps, and reviewing outcomes. It is especially useful for ensuring that both the coach and the coachee are aligned and committed to the process. 4. GREAT: Goal - Reality - Explore - Action - Timing Similar to GROW, the GREAT model adds an emphasis on timing, making it effective for goal setting where deadlines are critical. This model ensures that actions are not only strategically planned but aligned with an appropriate timeline. 🔵 How are they similar? All four models are designed to provide structure to coaching conversations, helping individuals set and achieve goals. They each emphasize understanding the current situation (Reality/Situation), exploring possible actions (Options/Choices/Explore), and taking concrete steps (Action). These models also stress the importance of review and reflection, though the approach and terminology differ slightly among them. 🔵 Strategic Thinking & Coaching Strategic thinking encourages deeper questioning: How do these goals align with the bigger picture? What potential roadblocks should we anticipate? What long-term impact will these actions have? When applied strategically, models like GROW, OSCAR, CLEAR, and GREAT don’t just facilitate goal achievement—they foster a mindset of strategic thinking, adaptability, and alignment with broader organizational or personal visions. This makes the coaching process more dynamic and forward-thinking, ensuring that progress is sustainable and impactful over time. 🔵 Reminder: Coaching is not about a model. Whether you choose GROW, OSCAR, CLEAR, or GREAT, these frameworks are just reminders on how to approach a session. Great coaching is about your presence, your mindset, your ability to deeply listen, evoke awareness and help your coachee develop themselves.

2

MRG's I/O Psychologist, Andrew Rand, Ph.D. , answers a question from the webinar Coaching from the Inside Out: How Understanding Motivation Benefits Coach and Coachee. Watch the complete webinar on demand here: https://hubs.la/Q02sTBkt0

2

FAQs for Small Training Teams How do I design cost-effective leadership feedback surveys? Identify key leadership competencies. Use online survey tools. Keep the survey short and focused. Test the survey with a small group first. Pro Tip: Leverage free or low-cost survey platforms to save costs. Head over to SurveyConnect[dot]com for a free demo.

2

These 7 skills are repeatedly used throughout the Stakeholder Centered Coaching® process to help leaders improve their behavior. Check them out, then leave your comments, and engage with an advisor to learn how MGSCC proposes to facilitate the growth of your coaching practice. Towards excellence: https://lnkd.in/egeeFiGB #MGSCC #MarshallGoldsmith #StakeholderCenteredCoaching #MarshallGoldsmithStakeholderCenteredCoaching #CoachingDevelopment #CoachingGrowth #CoachingTools #CoachingImpact #CoachingInsights #CoachingExploration #CoachingOpportunities #CoachingSkills #CoachingAdvancement #CoachingKnowledge #CoachingExcellence

63

7 Comments

These 7 skills are repeatedly used throughout the Stakeholder Centered Coaching® process to help leaders improve their behavior. Check them out, then leave your comments, and engage with an advisor to learn how MGSCC proposes to facilitate the growth of your coaching practice. Towards excellence: https://lnkd.in/egeeFiGB #MGSCC #MarshallGoldsmith #StakeholderCenteredCoaching #MarshallGoldsmithStakeholderCenteredCoaching #CoachingDevelopment #CoachingGrowth #CoachingTools #CoachingImpact #CoachingInsights #CoachingExploration #CoachingOpportunities #CoachingSkills #CoachingAdvancement #CoachingKnowledge #CoachingExcellence

10