More and more, people talk about not having enough time to get everything done they need or want to do. During the Information Age, life has gotten more complex. You may have an endless list of things to do in your various roles. It is common to hear someone say, "I need more time." But isn't being busy suppose to be a good thing? After all, busy people seem needed, important, and successful.
Being busy can fool you; it can be a trap. As you race through the day, many times the activities you end up doing do not help you be who you really want to be.
Time is often talked about in financial terms and referred to as a precious non-renewable resource. You save it, spend it, or waste it. You may often feel you never have enough of it.
However, this analogy doesn't help you use time more effectively. Authors Jim Loehr and Tony Schwartz believe energy, not time, is our most precious resource and that it is renewable. In their book "The Power of Full Engagement" (2003), they stress the need to balance expending and renewing your energy (time for rest/play) to be at your best.
There are several methods for scheduling your calendar for high productivity and minimal stress that will often work when other time management systems do not. They can be used separately or combined. Choosing from the following tips will help you have the energy you need to manage your time effectively:
1. Think of life as a series of sprints rather than a marathon. This allows you to push during crunch times followed by rest or play. The downtime is seen as necessary for your body and brain to process the information and prepare for the next task. Constant busyness is seen as a threat to success. Rest and play is necessary and celebrated.
2. Limit your to-do list to the two or three things that are most important for that day. Plan to schedule 60-70% of your day for tasks. Leave at least 30% for "other".
3. Schedule according to the task when you are able to group tasks into more general categories for a week, i.e. work, commute, exercise, appointments, email, spiritual, self-care, spouse, family, etc. Grouping your weekly tasks into blocks of time relates to the four energy sources (physical, emotional, mental, and spiritual) and helps remind you of the need for balance in your life. Then place more specific tasks in the appropriate category for a particular day. For instance, you can take your day at work and break it down into specific tasks.
4. Schedule by the day and type of time when you can establish certain days for specific tasks. Days can be full days, half days, or a couple of hours. Begin by thinking of 3 categories:
- Focus Time - when you need to accomplish a task that requires thinking, planning, writing, etc. To eliminate distractions, turn off phones, close your door, or do whatever else is necessary for you to focus. You can start with one hour and increase the time as needed. Educate co-workers and family about this uninterrupted time and that you will be available later.
- Flexible Time - when you can handle interruptions - phone, email, etc. that do not require as much focus.
- Free Time - no work; time for recharging without feeling guilty. Start with a couple of hours weekly, gradually adding more time until you can take one whole day several times a month or weekly.
5. Put specific tasks in the Focus, Flexible and Free time areas to combine the two different ways to schedule time.
6. Combine the idea of money and energy by imagining that every morning you have $20 worth of energy for the day. When your $20 is gone, your energy is gone for the day. (Fortunately, you get another $20 the next day.)
How do you want to spend your energy?
What tasks will get the most energy and the smallest amount of your energy for that particular day?
When you know what is important to you and you know why, the choices of how you spend your time become easier. Understand your core values and strengths. Consider what you can delegate or drop. Instead of taking a look at your list of things to do, take a look at the outcomes you desire.
What do you really want?
What are you here to do?
Spend time in the areas that will bring you the desired results. Following one or more of these tips, you will find that you are accomplishing and enjoying more of what you do. I wish you the best of success on your journey.
Maurine Patten, EdD., CMC, Maximize Your Possibilitieshttp://www.PattenCoaching.comMailto:mdpcoach@pattencoaching.com
Article Source: http://EzineArticles.com/?expert=Maurine_Patten
Thursday, 5 June 2008
The Causes of Procrastination
If you’re like the majority of the people, individuals who have allowed Procrastination to take over their entirety, the entirety of their lives, of their business, of their family, and children - People who have allowed Procrastination to dominate their being, you would probably leave the issue of Procrastination to fate, the cause to nature. What’s the point, u’d say, after all, everyone does a measure of Procrastination in his lifetime! This is a mediocre way of thinking – the never do wells, the unfulfilled and I’m sure you do not wish your enemy to belong to that category.
Whatever we can say to cause
Procrastination, an underlying factor remains that Procrastination is a real dream killer. It will interfere and hamper your growth, your success, your relationships, your networking and your dreams. For the purpose of this article, let’s look at some of the causes of Procrastination. I'd like to make this impression, where Procrastination may be good or rather its beneficiary.
Procrastination is advantageous when it helps us avert some disaster; when decisions are critical and we have little knowledge on our intended course, when the market is not ready for our goods, when you have no concrete "reason why" to embark on a project…
Procrastination can be beneficial if it accomplishes these objectives. But on the contrary, which is in 95% of cases, you do not Procrastination because of the beneficial reason, you do for fear of failure, for difficult tasks, for indecision, for perfection, because you think there is enough time, for the fear of starting, because you do not have enough reason why you should embark on the project, you do not really know what you truly want, you do not consider the consequences of putting off tasks, you're not motivated, your attitude is not right, you're not in the mood, you're afraid something might go wrong, you're not committed to your goal….you can decide to go on and on to give reasons, excuses on why you think you should Procrastinate
That’s it on the causes of Procrastination, for more on a complete idiot guide to overcoming procrastination, see www.procrastinationstop.blogspot.com
Achi will help you in your fight against self-defeating attitudes and behaviors. Visit http://www.procrastinationstop.blogspot.com for a complete take me by the hand guide to overcoming procrastination fast!
Article Source: http://EzineArticles.com/?expert=Achi_Amaechi
Whatever we can say to cause
Procrastination, an underlying factor remains that Procrastination is a real dream killer. It will interfere and hamper your growth, your success, your relationships, your networking and your dreams. For the purpose of this article, let’s look at some of the causes of Procrastination. I'd like to make this impression, where Procrastination may be good or rather its beneficiary.
Procrastination is advantageous when it helps us avert some disaster; when decisions are critical and we have little knowledge on our intended course, when the market is not ready for our goods, when you have no concrete "reason why" to embark on a project…
Procrastination can be beneficial if it accomplishes these objectives. But on the contrary, which is in 95% of cases, you do not Procrastination because of the beneficial reason, you do for fear of failure, for difficult tasks, for indecision, for perfection, because you think there is enough time, for the fear of starting, because you do not have enough reason why you should embark on the project, you do not really know what you truly want, you do not consider the consequences of putting off tasks, you're not motivated, your attitude is not right, you're not in the mood, you're afraid something might go wrong, you're not committed to your goal….you can decide to go on and on to give reasons, excuses on why you think you should Procrastinate
That’s it on the causes of Procrastination, for more on a complete idiot guide to overcoming procrastination, see www.procrastinationstop.blogspot.com
Achi will help you in your fight against self-defeating attitudes and behaviors. Visit http://www.procrastinationstop.blogspot.com for a complete take me by the hand guide to overcoming procrastination fast!
Article Source: http://EzineArticles.com/?expert=Achi_Amaechi
Monday, 2 June 2008
How Can One Experience Trigger a Change in Your Life?
We all have experiences in our lives, some good and some not so memorable. We keep on carrying up with our lives with such experiences. But some experiences totally change the outlook of our life or they start distorting the facts or the thoughts on which our life runs. Such experiences make us question our own beliefs, which we have been having for years. That makes us doubt ourself.
Have you doubted your ability to do something? How did you do it? You might have asked yourself some very poor questions like...What if I do not get it right? or What if my plans do not work? But the questions can obviously be tremendously empowering if we use them to examine the validity of some thing which we blindly accept. Many of our beliefs are supported by information we got from others.
We can take an example of this to get deeper in to this.This example is related with the usage of computer or typewriter.Why do you think the traditional arrangement of letters,numbers or symbols on 99 percent of all typing devices is universally accepted round the world?The arrangement of characters is known as QWERTY.These characters are on the top left row of the keyboard.This arrangement was devised as the most efficient configuration to increase typing speed....right?
Most people never though about,after all QWERTY existed for years....but it is the most inefficient configuration you can imagine.The truth is QWERTY was deliberately designed to slow down the human typist at a time when type writer parts moved so slowly that they would jam in the operator typed too fast.
So then why have we clung to QWERTY keyboard for so many years?In 1882,when almost everyone typed with the hunt and peck method,a woman who had developed the eight finger typing method was challenged to a typing contest by another teacher.To represent her,she hired a professional typist who had memorized the QWERTY keyboard.
With the advantage of memorization and the eight finger method,he was able to beat his competitor who used the four finger hunt and peck on a different keyboard.So from then on QWERTY became the standard for speed an no one ever question the reference any more to see how valid it was.
So,considering the above example,you might have many beliefs which you have failed to question,which if are disempowering might be even limiting your life,without you knowing!So is your experience triggering a positive change in your life?You need to ask that question to yourself!
Get all motivational tips at Deepak.M's Self Development Zone.Get all articles related to self improvement or self development at Self Development Zone.
Article Source: http://EzineArticles.com/?expert=Deepak_M
Have you doubted your ability to do something? How did you do it? You might have asked yourself some very poor questions like...What if I do not get it right? or What if my plans do not work? But the questions can obviously be tremendously empowering if we use them to examine the validity of some thing which we blindly accept. Many of our beliefs are supported by information we got from others.
We can take an example of this to get deeper in to this.This example is related with the usage of computer or typewriter.Why do you think the traditional arrangement of letters,numbers or symbols on 99 percent of all typing devices is universally accepted round the world?The arrangement of characters is known as QWERTY.These characters are on the top left row of the keyboard.This arrangement was devised as the most efficient configuration to increase typing speed....right?
Most people never though about,after all QWERTY existed for years....but it is the most inefficient configuration you can imagine.The truth is QWERTY was deliberately designed to slow down the human typist at a time when type writer parts moved so slowly that they would jam in the operator typed too fast.
So then why have we clung to QWERTY keyboard for so many years?In 1882,when almost everyone typed with the hunt and peck method,a woman who had developed the eight finger typing method was challenged to a typing contest by another teacher.To represent her,she hired a professional typist who had memorized the QWERTY keyboard.
With the advantage of memorization and the eight finger method,he was able to beat his competitor who used the four finger hunt and peck on a different keyboard.So from then on QWERTY became the standard for speed an no one ever question the reference any more to see how valid it was.
So,considering the above example,you might have many beliefs which you have failed to question,which if are disempowering might be even limiting your life,without you knowing!So is your experience triggering a positive change in your life?You need to ask that question to yourself!
Get all motivational tips at Deepak.M's Self Development Zone.Get all articles related to self improvement or self development at Self Development Zone.
Article Source: http://EzineArticles.com/?expert=Deepak_M
What are the best books for coaching?
I asked a number of coaches and they recommended a wide range of books - from those outlining coaching models and techniques, best practice in leadership and management , and positive psychology, to books taking a spiritual approach to coaching and business.
They also recommended books drawing on theories of Neuro Linguistic Programming and personality types. There were also many texts suggested aimed at supporting clients in taking action and making change.
Which are the most popular?
Perhaps, as you would expect, the majority of books recommended were texts to support clients in taking action and making positive change. These books are also often as useful to coaches as their clients.
The next most recommended were books on business development - particularly on marketing and growing a coaching practice - particularly effective ways of attracting new clients.
In all 68 books were recommended - here are 6 from the list:
Co-Active Coaching: New Skills for Coaching People Toward Success in Work and Life, by L. Wentworth, P. Sandall, H. Kimsey-House. Publisher: Davies-Black Publishing; 2 Pap/Com edition (February 25, 2007)
This book outlines the Coaches Training Institute's model for coaching and discusses how to design a good coaching alliance. It then explores the nuances and skills of a coaching relationship, giving definitions and detailed examples of how each of these play a part in a successful coaching partnership.
These skills include listening, intuition, curiosity, forwarding and deepening the learning, and self-management. The book also explores three distinct parts of coaching - fulfillment, balance and process. The final section of the book is called the Coach's Toolkit. It is filled with tools, forms and checklists to serve both individual and corporate clients. In addition, the book comes with a CD with more information, examples of coaching conversations and printable forms.
Coaching for Performance by John Whitmore - Nicholas Brealey Publishing; 3 edition (May 25, 2002)
In this highly influential book, Sir John Whitmore describes what he believes coaching is, how it can be used, and the skills required for coaching. Whitmore also outlines his GROW model which can be used both in a personal, corporate and team context. In the book Whitmore, explores what coaching is, looks at the skills of questioning and introduces his GROW model (Goals, Reality, Options and Will).
Whitmore also discusses a range of topics - including motivation, coaching the corporation, feedback and assessment and coaching teams, emotional intelligence and spiritual intelligence and their relation to coaching.
Four Steps to Building A Profitable Coaching Business/ A Complete Marketing Resource Guide for Coaches - Deborah Brown-Volkman - iUniverse (October 30, 2003)
This book will show you how to build and market a profitable coaching practice in four easy steps. It walks you through the process of deciding who to coach and how to create a program that potential clients will pay you lots of money for. You will understand the components of creating a winning marketing strategy and learn tips and techniques to implement your plan. You will also discover how to become masterful at both marketing and selling.
Get Clients Now! by C.J. Hayden - Amacom; 2 edition (1 Oct 2006)
"Get Clients Now" empowers readers with practical, proven strategies for choosing the right marketing tactics for their situation and personality, diagnosing exactly what's missing in their marketing and fixing it, and replacing unproductive cold calling with the power of relationship marketing. Filled with hundreds of tool and techniques, as well as a powerful 28-day plan that enables readers to energise their marketing efforts and dramatically increase their client base, the second edition contains up-to-the-minute strategies for relationship-based marketing in the Internet age.
Fierce Conversations by Susan Scott - Piatkus Books (August 21, 2003)
Susan Scott maintains that a single conversation can change the trajectory of a career, marriage or life. Whether it's conversations with yourself, partner, colleagues, customers, family or friends, Fierce Conversations shows you how to have conversations that count. Scott reveals how to overcome barriers to meaningful conversations and her book is packed with exercises and questionnaires to help you have the best conversations possible.
Wishcraft - How to get what you really want by Barbara Sher - Ballantine Books; 2 edition (Dec 2003)
In the first part of this book Barabar Sher takes you through a series of exercises designed to get you to dream your wildest dreams about your life and what it could be. Sher also encourages you to distinguish between 'real' dreams and fantasies . The second part of the book gives you great approaches to achieving them and is full of challenging and effective exercises.
This short list gives just a flavour of the resources available to you as a coach - and now all you have to do is get reading!
© Sonia Thomas May 2008
Sonia Thomas is the Editor of Coaches Plus, the online resource centre for coaches, http://www.coachesplus.com
If you would like to get the full list of 68 books outlined in this article, including links to reviews, just visit http://www.coachesplus.com/articles/20080329
Article Source: http://EzineArticles.com/?expert=Sonia_Thomas
They also recommended books drawing on theories of Neuro Linguistic Programming and personality types. There were also many texts suggested aimed at supporting clients in taking action and making change.
Which are the most popular?
Perhaps, as you would expect, the majority of books recommended were texts to support clients in taking action and making positive change. These books are also often as useful to coaches as their clients.
The next most recommended were books on business development - particularly on marketing and growing a coaching practice - particularly effective ways of attracting new clients.
In all 68 books were recommended - here are 6 from the list:
Co-Active Coaching: New Skills for Coaching People Toward Success in Work and Life, by L. Wentworth, P. Sandall, H. Kimsey-House. Publisher: Davies-Black Publishing; 2 Pap/Com edition (February 25, 2007)
This book outlines the Coaches Training Institute's model for coaching and discusses how to design a good coaching alliance. It then explores the nuances and skills of a coaching relationship, giving definitions and detailed examples of how each of these play a part in a successful coaching partnership.
These skills include listening, intuition, curiosity, forwarding and deepening the learning, and self-management. The book also explores three distinct parts of coaching - fulfillment, balance and process. The final section of the book is called the Coach's Toolkit. It is filled with tools, forms and checklists to serve both individual and corporate clients. In addition, the book comes with a CD with more information, examples of coaching conversations and printable forms.
Coaching for Performance by John Whitmore - Nicholas Brealey Publishing; 3 edition (May 25, 2002)
In this highly influential book, Sir John Whitmore describes what he believes coaching is, how it can be used, and the skills required for coaching. Whitmore also outlines his GROW model which can be used both in a personal, corporate and team context. In the book Whitmore, explores what coaching is, looks at the skills of questioning and introduces his GROW model (Goals, Reality, Options and Will).
Whitmore also discusses a range of topics - including motivation, coaching the corporation, feedback and assessment and coaching teams, emotional intelligence and spiritual intelligence and their relation to coaching.
Four Steps to Building A Profitable Coaching Business/ A Complete Marketing Resource Guide for Coaches - Deborah Brown-Volkman - iUniverse (October 30, 2003)
This book will show you how to build and market a profitable coaching practice in four easy steps. It walks you through the process of deciding who to coach and how to create a program that potential clients will pay you lots of money for. You will understand the components of creating a winning marketing strategy and learn tips and techniques to implement your plan. You will also discover how to become masterful at both marketing and selling.
Get Clients Now! by C.J. Hayden - Amacom; 2 edition (1 Oct 2006)
"Get Clients Now" empowers readers with practical, proven strategies for choosing the right marketing tactics for their situation and personality, diagnosing exactly what's missing in their marketing and fixing it, and replacing unproductive cold calling with the power of relationship marketing. Filled with hundreds of tool and techniques, as well as a powerful 28-day plan that enables readers to energise their marketing efforts and dramatically increase their client base, the second edition contains up-to-the-minute strategies for relationship-based marketing in the Internet age.
Fierce Conversations by Susan Scott - Piatkus Books (August 21, 2003)
Susan Scott maintains that a single conversation can change the trajectory of a career, marriage or life. Whether it's conversations with yourself, partner, colleagues, customers, family or friends, Fierce Conversations shows you how to have conversations that count. Scott reveals how to overcome barriers to meaningful conversations and her book is packed with exercises and questionnaires to help you have the best conversations possible.
Wishcraft - How to get what you really want by Barbara Sher - Ballantine Books; 2 edition (Dec 2003)
In the first part of this book Barabar Sher takes you through a series of exercises designed to get you to dream your wildest dreams about your life and what it could be. Sher also encourages you to distinguish between 'real' dreams and fantasies . The second part of the book gives you great approaches to achieving them and is full of challenging and effective exercises.
This short list gives just a flavour of the resources available to you as a coach - and now all you have to do is get reading!
© Sonia Thomas May 2008
Sonia Thomas is the Editor of Coaches Plus, the online resource centre for coaches, http://www.coachesplus.com
If you would like to get the full list of 68 books outlined in this article, including links to reviews, just visit http://www.coachesplus.com/articles/20080329
Article Source: http://EzineArticles.com/?expert=Sonia_Thomas
The difference between a coach, mentor, and consultant
When determining the difference between a coach, mentor, and consultant, it is necessary to look at specific roles and functions. First, we must look at the focus or concentration - what is the specific focus of the person? Second, we should look at the type of agenda or role the person has. Third, look at how the relationship is chosen and or cultivated. Fourth, how does the person garner influence? Fifth, what is the expected return for the services of the person? Finally, we must determine the scope of the person's work.
Coaches appear in various forms, such as professional, life, relationship, and sports team coaches. All coach types share the same criteria. The focus of the coach is in specific performance - for example, an organizational coach is usually responsible for increasing or improving performance in a given area. The agenda for a coach, then, is usually fairly specific - improve batting average, increase sales, etc. A coach usually arrives in the relationship selected by someone other than the "coachee" - in other words, the relationship is not self-selected. Coaches also influence through their position, such as in the sports world. But what is the expected return for a coach? As we've already discussed, a coach is looking for performance and possibly teamwork. Finally, a coach's scope is usually task-related.
Mentors vary slightly from the coach. A mentor's focus, unlike a coach, is typically on the individual and not on a specific task or performance. A mentor also takes a more general role to the individual, that is, there is usually a less-specific agenda.
Many mentor relationships are self-selected - keep in mind that a coach is usually assigned to a person or a team, whereas mentor relationships usually spring from mutual interests, work styles, and histories. A mentor's influence usually comes from the perceived value of the relationship as opposed to position.
The person choosing the mentor also chooses to take the role of "mentee" because of the expected return. So what is the expected return of a mentor? Many times the return could be as simple as affirmation or learning. Simply having a mentor will not guarantee that a person can advance in an organization and may not even be recognized as an "official" relationship, like a coach.
The mentor's scope is more than likely a general one - for example, if a person chooses a mentor in his or her profession, the mentor will likely cover many facets of that profession, including knowledge, preparation, networking, and technical function.
A consultant may take the form of mentors and coaches, but the primary difference between a consultant and coaches and mentors is that a consultant is usually paid for the specific task at hand. The focus of a consultant is usually not a specific performance or individual but a complete process or concept, such as customer service.
The consultant works on a specific agenda, as determined by the organization and the consultant. The relationship between consultant and client is usually self-selected by the client and based on cost, word of mouth, or area of expertise. On the other hand, the consultant can influence the client because of the perceived value he or she presents, as well as based on the record of past accomplishment.
Because a consultant relationship is usually paid, the expected return typically has a link to a monetary value, such as higher efficiency or monetary savings. Also, whereas coaches and mentors tend to be general or task related in scope, a consultant's scope is defined by the consultant and the organization or client.
There are obviously subtle similarities between coaches, mentors, and consultants. But when you look at the specific criteria of the relationship, you can see that the differences should keep us from interchanging terms.
Copyright 2008 Bryant Nielson. All Rights Reserved.
Bryant Nielson - Managing Director and National Sales Trainer - assists executives, business owners, and top performing sales executives in taking the leap from the ordinary to extraordinary. Bryant is a trainer, business & leadership coach, and strategic planner for sales organizations. Bryant's 27 year business career has been based on his results-oriented style of empowering.
Subscribe to his blog - and learn the legendary secrets of top business training porgrams at: http://www.BreathtakingLeadership.com & http://www.BryantNielson.com
Article Source: http://EzineArticles.com/?expert=Bryant_Nielson
Coaches appear in various forms, such as professional, life, relationship, and sports team coaches. All coach types share the same criteria. The focus of the coach is in specific performance - for example, an organizational coach is usually responsible for increasing or improving performance in a given area. The agenda for a coach, then, is usually fairly specific - improve batting average, increase sales, etc. A coach usually arrives in the relationship selected by someone other than the "coachee" - in other words, the relationship is not self-selected. Coaches also influence through their position, such as in the sports world. But what is the expected return for a coach? As we've already discussed, a coach is looking for performance and possibly teamwork. Finally, a coach's scope is usually task-related.
Mentors vary slightly from the coach. A mentor's focus, unlike a coach, is typically on the individual and not on a specific task or performance. A mentor also takes a more general role to the individual, that is, there is usually a less-specific agenda.
Many mentor relationships are self-selected - keep in mind that a coach is usually assigned to a person or a team, whereas mentor relationships usually spring from mutual interests, work styles, and histories. A mentor's influence usually comes from the perceived value of the relationship as opposed to position.
The person choosing the mentor also chooses to take the role of "mentee" because of the expected return. So what is the expected return of a mentor? Many times the return could be as simple as affirmation or learning. Simply having a mentor will not guarantee that a person can advance in an organization and may not even be recognized as an "official" relationship, like a coach.
The mentor's scope is more than likely a general one - for example, if a person chooses a mentor in his or her profession, the mentor will likely cover many facets of that profession, including knowledge, preparation, networking, and technical function.
A consultant may take the form of mentors and coaches, but the primary difference between a consultant and coaches and mentors is that a consultant is usually paid for the specific task at hand. The focus of a consultant is usually not a specific performance or individual but a complete process or concept, such as customer service.
The consultant works on a specific agenda, as determined by the organization and the consultant. The relationship between consultant and client is usually self-selected by the client and based on cost, word of mouth, or area of expertise. On the other hand, the consultant can influence the client because of the perceived value he or she presents, as well as based on the record of past accomplishment.
Because a consultant relationship is usually paid, the expected return typically has a link to a monetary value, such as higher efficiency or monetary savings. Also, whereas coaches and mentors tend to be general or task related in scope, a consultant's scope is defined by the consultant and the organization or client.
There are obviously subtle similarities between coaches, mentors, and consultants. But when you look at the specific criteria of the relationship, you can see that the differences should keep us from interchanging terms.
Copyright 2008 Bryant Nielson. All Rights Reserved.
Bryant Nielson - Managing Director and National Sales Trainer - assists executives, business owners, and top performing sales executives in taking the leap from the ordinary to extraordinary. Bryant is a trainer, business & leadership coach, and strategic planner for sales organizations. Bryant's 27 year business career has been based on his results-oriented style of empowering.
Subscribe to his blog - and learn the legendary secrets of top business training porgrams at: http://www.BreathtakingLeadership.com & http://www.BryantNielson.com
Article Source: http://EzineArticles.com/?expert=Bryant_Nielson
What islife coaching?
Life Coaching is now a massively growing industry, and there are good reasons why. If you think about the amount of people that are stuck in their lives then why not have some one who is skilfully trained and experienced in helping people get from where they are now, to where they want to go! There's really not enough coaches in the world!
Now when you think about it. Every successful person, organisation, sports team and professional have had a coach of some sorts. Look at Oprah, for example. Dr. Phil was her coach. So why wouldn't we want to have someone helping you achieve your dreams, and suggesting to you proven tools, stratergies and techniques that will work to help you get results and create the life you want and allow you to shape your destiny.
Life coaching is a way to realise your true potential. How? By focusing on the future, and what you want, rather then what you don't have. Now there are many trains of thoughts when it comes to coaching but in essence they all take you down the same road, and help you create a blueprint for success. Here's a tip, start with setting goals and envision them as if you've already have achieved them. After all, you can't hit what you can't see.
Through out the coaching relationship you will explore the limiting beliefs and behaviours that you impose on yourself, and how you can turn those thoughts and behaviours around and start to create new empowering beliefs, so that you can overcome fears or anxiety and achieve what once seemed impossible to you.
Unlike councelling, life coaching is solution focused, and empowers people with the right tools and technques to create lasting change and happiness in their lives. But even if your happy and successful now...coaching can still be beneficial, as you will learn much about yourself and how to really maximise your potential.
Imagine being able have someone supportive of you, without judgement. Imagine have someone to be accountable to so that you can really go for it and achieve your dreams. Imagine having the knowledge that you really can do and achieve whatever you want. Coaching is about you...That's what life coaching is. Start living in the solution today by taking action and discover coaching at RogerRuzzier.com
Roger Ruzzier is a practising Life Coach and expert in Personal Development. Helping people achieve is not a job it's a passion. Discover your passion! Set your vision, achieve goals and take action to create the life that you want! Get free coaching at http://www.RogerRuzzier.com
Article Source: http://EzineArticles.com/?expert=Roger_Ruzzier
Now when you think about it. Every successful person, organisation, sports team and professional have had a coach of some sorts. Look at Oprah, for example. Dr. Phil was her coach. So why wouldn't we want to have someone helping you achieve your dreams, and suggesting to you proven tools, stratergies and techniques that will work to help you get results and create the life you want and allow you to shape your destiny.
Life coaching is a way to realise your true potential. How? By focusing on the future, and what you want, rather then what you don't have. Now there are many trains of thoughts when it comes to coaching but in essence they all take you down the same road, and help you create a blueprint for success. Here's a tip, start with setting goals and envision them as if you've already have achieved them. After all, you can't hit what you can't see.
Through out the coaching relationship you will explore the limiting beliefs and behaviours that you impose on yourself, and how you can turn those thoughts and behaviours around and start to create new empowering beliefs, so that you can overcome fears or anxiety and achieve what once seemed impossible to you.
Unlike councelling, life coaching is solution focused, and empowers people with the right tools and technques to create lasting change and happiness in their lives. But even if your happy and successful now...coaching can still be beneficial, as you will learn much about yourself and how to really maximise your potential.
Imagine being able have someone supportive of you, without judgement. Imagine have someone to be accountable to so that you can really go for it and achieve your dreams. Imagine having the knowledge that you really can do and achieve whatever you want. Coaching is about you...That's what life coaching is. Start living in the solution today by taking action and discover coaching at RogerRuzzier.com
Roger Ruzzier is a practising Life Coach and expert in Personal Development. Helping people achieve is not a job it's a passion. Discover your passion! Set your vision, achieve goals and take action to create the life that you want! Get free coaching at http://www.RogerRuzzier.com
Article Source: http://EzineArticles.com/?expert=Roger_Ruzzier
Leadership Mentoring With A Business Coach
There is a success principle that most people in the business world operate by. It is not enough to merely get along throughout the daily work pile that accumulates on their desk. They want to get ahead, receive recognition for their work and receive raises based on their performance.
But it is easy to get into a rut and have your performance level start to lag. The tedious work load can cause you to lose your spark and drive. That is where the business coach steps in to help you improve your performance, yet it is not the same thing as leadership mentoring.
Leadership mentoring is a process that occurs when one person with more experience takes another person "under their wing," to help them understand the workplace or their personal life in a better way. A business coach is not the same thing as a mentor and you need to be aware of the difference.
One works by providing guidance (the coach) and the other works by instructing. The two are often confused with one another but in reality are different.
Many companies will bring in a coach consultant to help their employees when the business is beginning to flag. It is a way to help bring back the company into operating once again at a higher level of efficiency.
You have probably heard of motivational camps where employees are brought in and play team games with one another. This creates and fosters a competitive atmosphere but lets employees bond with each other.
Business coaches can not perform miracles and should not be promising great achievements. Those who do may be operating under fraudulent means.
This is to say that a coach should not make grand promises to up sales by fifty percent or have employees thinking that the coaching process will automatically result in advancements and promotions. This is simply not the case. Coaching people should be more about showing them that they can rely on themselves to make the necessary changes to help the business operate better.
A business coach must have experience in motivating people to try to achieve their goals and dreams. He or she needs to be educated in the business field. Talking to people one-on-one is great but to effectively motivate large groups of people there needs to be a spark and an initiative to lead others on to greatness. Bringing a coach into your life can mean the difference between the mundane workplace and one filled with opportunities.
Mike Selvon owns a number of niche portal. Please visit our coaching portal for more great information on the business coach, and leave a comment at our life coaching training blog.
Article Source: http://EzineArticles.com/?expert=Mike_Selvon
But it is easy to get into a rut and have your performance level start to lag. The tedious work load can cause you to lose your spark and drive. That is where the business coach steps in to help you improve your performance, yet it is not the same thing as leadership mentoring.
Leadership mentoring is a process that occurs when one person with more experience takes another person "under their wing," to help them understand the workplace or their personal life in a better way. A business coach is not the same thing as a mentor and you need to be aware of the difference.
One works by providing guidance (the coach) and the other works by instructing. The two are often confused with one another but in reality are different.
Many companies will bring in a coach consultant to help their employees when the business is beginning to flag. It is a way to help bring back the company into operating once again at a higher level of efficiency.
You have probably heard of motivational camps where employees are brought in and play team games with one another. This creates and fosters a competitive atmosphere but lets employees bond with each other.
Business coaches can not perform miracles and should not be promising great achievements. Those who do may be operating under fraudulent means.
This is to say that a coach should not make grand promises to up sales by fifty percent or have employees thinking that the coaching process will automatically result in advancements and promotions. This is simply not the case. Coaching people should be more about showing them that they can rely on themselves to make the necessary changes to help the business operate better.
A business coach must have experience in motivating people to try to achieve their goals and dreams. He or she needs to be educated in the business field. Talking to people one-on-one is great but to effectively motivate large groups of people there needs to be a spark and an initiative to lead others on to greatness. Bringing a coach into your life can mean the difference between the mundane workplace and one filled with opportunities.
Mike Selvon owns a number of niche portal. Please visit our coaching portal for more great information on the business coach, and leave a comment at our life coaching training blog.
Article Source: http://EzineArticles.com/?expert=Mike_Selvon
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