Gayle Hudson’s Post

Let me share a contrarian view on coaching! The conventional coaching playbook is help people figure out things on their own by asking them questions and not giving advice. The goal of coaching is that when people come with a problem, they need to leave with a framework to make a decision and clear next steps. In order to achieve this I structure the conversation into a clear set of steps. I get people to do a sequence of: 1) Information Extraction: get people to put all the information out on the table 2) Synthesize and structure: rewrite the details in a succinct manner 3) Frame the decision: get them to articulate the decision they are trying to make, factors to make decision on and options 4) Share my observations on gaps in their thinking. 5) Share my way of framing of the problem when they are not converging on a framework I don’t shy away from sharing what I would do. I don’t shy away from pushing back on lack of clarity. I don’t shy away from sharing my transparent observations when people are mixing things up. It is not for everyone but it drives outcomes.

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As a coach trainer, I always encourage our coaching students to start practicing with real clients early in their training and not limit practice hours to peer coaching. It’s completely fine, as long as you're clear that you’re still in training and don't misrepresent yourself — ethics first. Your clients do not need you to be perfect, they need you to be present. That’s the heart of coaching—showing up, listening, and staying curious. The rest follows. It’s when you start working with real clients that you get to see what coaching is really about. You’ll meet people who think in ways you never expected, and there will be times when you may freeze, thinking, “Okay… what do I say now?” Trust the process, because every session, even the ones that feel like a total mess, are building your skills and confidence. _____ Our next ICF Level 1 Coach Training Program starts online on November 11th. Contact me to see if this program is the right fit for you! UpThink Coaching

What if your training is 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗮𝘆 of powerful coaching? Coaching training taught me: - that coaching must develop the client - the coach must take on a specific, delineated role - to stick to frameworks and methods Self-less coaching shows that: - knowing wholeness undoes the need for development - coaching is non-positional: it works better without roles - sticking to frameworks or methods limits coaching's potential Self-less coaching is based on what we really are instead of trying to manipulate our mental constructs. Instead of assuming there's a personal identity to develop, and remaining stuck within those psychological confines ... Self-less coaching looks beyond identity to uncover the limitless potential of our true nature. Outwardly, this doesn't need to change how you communicate or present your coaching. The coaching itself "does the work." If you're disappointed and frustrated with conventional coaching, you might want to explore self-less coaching. It's available to anyone willing to do so. It's what we do in our community at NDLCA. You're very welcome to join us: -> ndlca .com / join us

Spent the morning editing module 3 of our self-less coaching "training" program. About nondual insight / awareness: - Can we measure how much awareness we have? - Can we 'have' awareness? More or less of it? - Can we ever 'give' it to our clients? - How do we know a client has it? - How do we ensure it sticks? Of course we want clients to realize self-lessness. We want them to see what we've seen, the freedom of it. But it really helps to stop thinking of it as something that needs to happen. And to see it as the already present fundamental nature of everything that is. So you can't really bring a client to an insight that is already there and already theirs. Which removes this enormous burden: I need to do something for this person, I need make this happen. If there's any difference between coach and client, relatively speaking, it's just that the coach knows consciously and the client knows unconsciously. And all we're doing in coaching is making it conscious for both of us, in the spontaneously unfolding here and now. There's so much more to look at here, so it's a recurring theme. And it will be in our next program as well, starting in February: Mastering the Art & Business of Self-Less Coaching. Follow us, NDLCA for more on that coming up.

If you've got a coaching session this week, you might just find this helpful ... P.S. also works for 1:1s, reviews, personal development discussions, and the like 🙌 https://lnkd.in/ehspe8w4

The Power of Reflection in Coaching Reflection is one of the most powerful tools a coach can use. Taking the time to reflect on your sessions and interactions allows you to critically assess what worked well and what could be improved. Reflection should be an ongoing process, not just a post-session task. By consistently reflecting on your decisions, actions, and outcomes, you begin to develop a deeper understanding of your own coaching style and how to enhance it. As highlighted by Gilbert & Trudel (2004), effective coaching is closely linked to the ability to engage in reflective practice. They argue that coaches who engage in structured reflection are better able to adapt their approaches to suit the needs of their players. Reflection also allows coaches to identify gaps in their knowledge and experience, enabling continuous professional growth. Questions for Reflection: How often do you set aside time to reflect on your coaching practice? What methods do you use to structure your reflections and learning from each session? Call to Action: How do you incorporate reflection into your coaching? Share your reflections or tools you use to improve your practice. Let’s discuss in the comments!

Empathy is a misunderstood concept in coaching. I use this visual to teach my program participants what empathy really is and how to use it in a coaching context. This is a design thinking concept called Empathy Map and it consists of 4 quadrants. 1. Seeing: The dynamics that the client is observing in their current situation or challenge. 2. Hearing: What the client is hearing in terms of advice, inputs or feedback from the people around them. 3. Thinking: What the client is thinking in terms of their hopes, fears or beliefs. 4. Feeling: What the client is experiencing in terms of emotion with respect to their situation. Understanding this helps us understand the client's current actions (saying & doing) and what the client truly wants (pains & gains). Using the Empathy Map helps in: → Getting a holistic experience of the client → Understand what needs to be explored → Tailoring coaching more accurately Designers use this tool to really understand the client and create products & experiences that engage them. In coaching, we use it to close the gap between saying & doing and pains & gains which best serves our client. Because we can only express empathy when we truly experience them completely. If you want to learn more about such concepts then DM me 'concepts'. I'll let you sit through one of my Level 1 cohort sessions for free as I explain the application of these concepts.

Too much coaching! "He’s like a helicopter parent." Too much coaching can often feel like micro-managing and can frustrate employees’ motivation. Overly-coached employees often show little initiative and demonstrate a lack of ownership. They wait to be told what to do and then do just that. When you are too helpful, you make people “less able.” They never learn to solve problems and make decisions on their own.

In the second edition of our series on coaching Ninja Granzow and I had a look on certain stereotypes we're often facing: * Do coaches always do the same? * Is there any difference between coaches? and of course: * How would I distinguish a rather basic coaching education from an advanced one? Find the answers in our blog: https://lnkd.in/dT6GSJrM