personal_ecoaching

Personal e-Coaching Modules

Coaching is the activity of a coach in developing the abilities of coachees or clients. Coaching is recognised as an excellent way to attain a certain work behaviour that will improve leadership, employee accountability, teamwork, sales, communication, goal setting, strategic planning and more. Today, coaching is an established discipline used by many professionals engaged in personal development focused on achieving results. eCoaching is focused on helping you achieving a goal or specific skill. This revolutionary resource combines all the valuable, personalised advice you get from a coach with the affordability, accessibility and privacy of online learning. There are over 60 Personal eCoaching learning modules, including:

Accepting New Approaches or Ideas Without Resistance Change can be difficult for people to accept. Yet, with all of the changes organizations are undergoing, being flexible and receptive to new ideas and ways of working is critical to success. One of the best ways to learn to adapt to change and new ways of working is to think differently about your organization and your roles and responsibilities. By changing how you think, you can change your actions to become more consistent with new ways of working.
Aligning Individual and Team Goals to Those of the Organisation One of the most important roles of a leader is to align team goals and activities to overall organizational goals. This sounds obvious, but it’s common to get so caught up in the day to day work of your team that you lose sight of the fact that the team’s work has to support the entire organization, not just one specific function. If you feel you need to improve in this area, let’s walk through a process to help you align your individual and team goals with those of the organization.
Being Less Abrasive in Interpersonal Situations People who are overly candid may say that they “speak their mind,” or they “call it like they see it.” While it is good to be open and direct, the style in which someone delivers their comments greatly influences how they are interpreted. If you feel you need to improve in this area, let’s talk through a way you can become more aware of your style and recognize the impact it has on others.
Building Collaborative Work Relationships What motivates you to work hard to achieve your goals and perform well? If you are honest with yourself, you may find that you are motivated by individual achievement rather than group success. When individual achievement drives your actions and underlying beliefs, you may unknowingly strain your relationships with your team. If you feel you need to improve in this area, let’s walk through a process to help you change your thoughts and behaviours to value the effort and success of the group as well.
Confronting Behaviours in Others that are Inconsistent with the Organization’s Values It is not uncommon to avoid confrontation by “looking the other way” when co-workers do or say things inconsistent with organization’s norms, values or standards. If you have found yourself doing this, you need to recognize that it is your responsibility to confront your team members and address their inappropriate actions.
Delegating Tasks to My Team Some people just have a difficult time delegating tasks to others. They would rather take on too many tasks themselves in order to maintain complete control. When this happens, it limits creativity, team member development and autonomy, and can ultimately harm team morale. If you feel you need to get better at delegating tasks and responsibilities to your team, let’s walk through a process to help you improve in this area.
Evaluating and Learning from Past Mistakes A large part of knowledge management is the sharing of information on successes, failures, and lessons learned. One way we learn from our past experiences is by evaluating the mistakes we have made. When we do this, many of us take personal responsibility for our successes and then pass fault onto others for our mistakes. This exercise will help you increase your awareness of past mistakes, learn to take responsibility for these, and leverage these experiences to your advantage.
Following My Personal Development Plan Sometimes, the hardest thing to do is look after your own development. As a leader, though, you not only have to continue learning and developing to keep your career on track, but it’s also important to model good self-development behavior to your team. That way, team members know it’s important for them to follow through on development plans and goals. If you feel you need to improve in this area, let’s walk through a process to help you get better at following through on your personal development plan.
Getting the Right Level of Conscientiousness Being a highly conscientious individual means being dependable and reliable in such areas as attendance, punctuality, and delivering on commitments. It also includes the skills needed to work effectively with supervision in order to get the job done. On the other hand, too much conscientiousness can actually be counterproductive. It can lead you to set unrealistic and unattainable goals, be reluctant to try new approaches, and have trouble finishing things because nothing is ever good enough. If you feel you need to improve in this area, let’s walk through a process to help you assess your level of conscientiousness and determine some practical steps you can take.
Giving Team Members the Chance to Be Independent Most people get promoted because of their ability to analyze and work out problems. Once a leader is promoted, though, a big part of the job is to support decision making and problem solving for (and with) team members. Leaders who are making decisions and solving problems that could be handled by a well-coached team are doing their old role, not the new one they are responsible for.