8 06, 2020

Time Management

By |2021-10-11T12:21:59+01:00June 8th, 2020|Coaching Skills|Comments Off on Time Management

People who load up a plate of food and don’t finish it are often described as having ‘eyes bigger than their belly’s. The time management equivalent is the person who takes on more and more projects that look inviting and exciting, and don’t pay attention to existing commitments. The end result is overwhelm – dashing from one unfinished task to another, putting in short bursts of effort and hoping that things get done. Not only is this a really ineffective way of working, it is also a very stressful. To regain control over your workload, you need a reality check. [...]

26 05, 2020


By |2021-10-11T12:21:59+01:00May 26th, 2020|Coaching Skills|Comments Off on Feedback

One of the best tools we can have in our toolkit, and a tool that most businesses really need a lot more of, is actually centred around being able to give and receive feedback. Being honest, we are generally pretty bad at it.  A recent Gallup survey found that only 26% of employees strongly agree that the feedback they get actually improves their work! The problem is, most feedback being given doesn’t work for the way our brains process information. We either give soft ambiguous feedback, which is indirect. To the point that we don’t even realise we are getting [...]

14 05, 2020

Listening Skills

By |2021-10-11T12:21:59+01:00May 14th, 2020|Coaching Skills|Comments Off on Listening Skills

Understanding Listening levels helps us to become more effective communicators. I hope you enjoy my thoughts on the three levels and how they can help you become a more effective listener both personally and professionally. Level 1: Internal Listening — Listening to your inner voice. Level 2: Focused Listening — Listening intently to another person. Level 3: Global Listening — Listening to others in the context of their entire surroundings.

6 05, 2020

The Conscious Competence Learning Model

By |2021-10-11T12:21:59+01:00May 6th, 2020|Coaching Skills|Comments Off on The Conscious Competence Learning Model

The Conscious Competence Learning Model is an explanation of the stages in which we learn and develop a new skill. In this model,  LearnUnconscious Incompetence = You don't know what you don’t know. Conscious Incompetence = You know that you don’t know how to do something. Conscious Competence = You know how to do something; it takes conscious effort. Unconscious Competence = You know how to do something, and it is second nature; you rock at it. It's "automatic".

29 04, 2020


By |2021-10-11T12:21:59+01:00April 29th, 2020|Coaching Skills|Comments Off on Perception

Perceptions impact how we respond to our colleagues, our family and our friends. It is through perception that we understand and make sense of the world around us. Once the mind sees things one way, it can be difficult to see them another way. If the data we perceive is incomplete, we ‘fill in the blanks’ in our mind to enable us to make sense of what we see. The mind may also distort what we see in order to fit in with our current understanding. Different ways of seeing things are not right or wrong – they are just [...]

20 04, 2020

The Mindset Model

By |2021-10-11T12:21:59+01:00April 20th, 2020|Coaching Skills|Comments Off on The Mindset Model

Our Mindset governs what we do and relies on our 'Belief System' to give focus to knowing if we can or can not achieve something. This model shows that our behaviour is driven by our beliefs. We cannot act unless we have a thought on which to initiate the action. There is always a reason why we do what we do; actions do not just spring up completely without cause. The results are based on actions we take and the thoughts and beliefs we hold close.

8 04, 2020

The Comfort Stretch and Panic Zone Model

By |2021-10-11T12:21:59+01:00April 8th, 2020|Coaching Skills|Comments Off on The Comfort Stretch and Panic Zone Model

The Comfort Stretch and Panic Zone Model is simple, easy to use and recognises how can understand oneself or others and why reactions in different situations are so varied. It takes into account how we are continually changing – how we are dynamic systems - so what is ‘in’ a zone today might be in a different one tomorrow or in a month’s time. If I work through a period of substantial change in my Stretch Zone, I can extend my Comfort Zone. Although if that change is unwelcome or imposed on me by ‘circumstances’ I am likely to resist [...]

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