Mangates’ Post

How do you maintain health customers coaching relationships? Maintaining healthy customer coaching relationships involves a mix of trust, effective communication, and continuous value delivery. 1. Establish Trust and Rapport: Build a foundation of mutual respect and trust early on. Be transparent about your expertise, methods, and expectations from the customer. Show genuine interest in their goals. 2. Set Clear Goals and Expectations: From the outset, establish what success looks like for the customer. Collaboratively set specific, measurable, achievable, relevant, and time-bound (SMART) goals to ensure alignment. 3. Consistent and Open Communication: Regularly check in with your clients to monitor progress, address concerns, and provide feedback. Open, two-way communication helps to build trust and ensures that you’re on the same page. 4. Provide Value in Every Interaction: Ensure that each coaching session offers clear, actionable advice or insights that help the customer progress toward their goals. Consistently delivering value keeps the relationship strong and demonstrates your commitment to their success. 5. Adapt to Changing Needs: Be flexible and adjust your approach as the customer’s needs evolve. Some may require more guidance at different stages, so remain adaptable and responsive to their feedback. 6. Celebrate Wins: Acknowledge and celebrate progress, no matter how small. Recognizing milestones reinforces positivity and motivates continued effort. 7. Maintain Professional Boundaries: While building rapport is essential, maintaining professional boundaries ensures that the relationship remains productive and focused on achieving the customer’s goals. 8. Seek Feedback: Regularly ask for feedback to understand how the customer feels about the coaching process. It helps in making adjustments and improving# Dr Chanin Tuanchaem # Bussiness advisor CEO online # Vice President # Human Resources Director # digital HR # Bussiness development strategy # strategy planning process management

2 places left - Assertive Management one day course 9th February 2024, delivered face to face in Ipswich. Don’t be passive or aggressive when managing, it doesn’t work. Assertive is the key! For team leaders, supervisors, managers or directors. Cost £195.00 + VAT per person at The Hub Civic Drive Ipswich. To book, ring 07713256139 or email Jane@janewarden.com, website www.janewarden.com for testimonials. Objectives: To gain the knowledge and skills to drive performance and standards in the team / department To be able to engage assertive behaviour to obtain the outcome required in various situations, with team members and other internal departments To feel comfortable conducting more formal 121 meetings with team members for a range of issues, including disciplinary and pre-disciplinary meetings Content: The differences between Assertive, Aggressive and Passive behaviour How to come across in an Assertive manner Individual assessment – Assertive, Aggressive and Passive exercise The impact of positive and negative inner dialogues Managing your own emotions and the emotions of others Handling confrontational situations Dealing with under performance and behaviour issues Brief look at the Disciplinary process and when to use it The importance of note taking and evidence in 121 meetings Action plan for the future www.janewarden.com

2 places left - Assertive Management one day course 9th February 2024, delivered face to face in Ipswich. Don’t be passive or aggressive when managing, it doesn’t work. Assertive is the key! For team leaders, supervisors, managers or directors. Cost £195.00 + VAT per person at The Hub Civic Drive Ipswich. To book, ring 07713256139 or email Jane@janewarden.com, website www.janewarden.com for testimonials. Objectives: To gain the knowledge and skills to drive performance and standards in the team / department To be able to engage assertive behaviour to obtain the outcome required in various situations, with team members and other internal departments To feel comfortable conducting more formal 121 meetings with team members for a range of issues, including disciplinary and pre-disciplinary meetings Content: The differences between Assertive, Aggressive and Passive behaviour How to come across in an Assertive manner Individual assessment – Assertive, Aggressive and Passive exercise The impact of positive and negative inner dialogues Managing your own emotions and the emotions of others Handling confrontational situations Dealing with under performance and behaviour issues Brief look at the Disciplinary process and when to use it The importance of note taking and evidence in 121 meetings Action plan for the future www.janewarden.com

Creating a coaching program for your employees can be challenging. Thinking about the following can help to maximise impact: - Objectives & scope - Coach matching - Managing data - Measuring impact Read our full guide for HR professionals designing coaching programs. https://lnkd.in/gf-9iqNw

💬 Managers Want More Emotional Intelligence Training 72% of UK managers say emotional intelligence is crucial, yet 50% aren’t receiving training. How can we bridge the gap between technical skills and people management? In my experience EI (or EQ) is essential for inspiring and motivating teams and helps us communicate more effectively and empathetically. By developing our emotional intelligence, we can build stronger relationships, make better decisions, manage stress more effectively, and achieve greater success in our personal and professional lives. https://lnkd.in/d2pyBQ7x

One of the topics we talked about on Friday was whether development, the development of organisations is really the development of what? We had some participants who said that development is nothing but the development of individuals. There was someone who pointed out that most classical organisational development is really systems development. I see the 4 quadrants approach as a good indication of possible directions. I will now try to sort this out from the perspective of relational proximity. External - collective development is the focus that large consulting organisations have developed into a professional service. They are able to recommend better systems and structures based on measurable data. The external - individual area is developed by the most common coaching and facilitation approaches with a behavioural and solution focus. These usually focus on measurable behaviour change. The internal - collective domain is the domain of lived culture, the quality of relationships, the fabric of relationships. More and more counselling professionals are providing guidance and tools for this area. The development of this field is the most fashionable novelty today. The internal - individual area is the area of people's soft skills. Although soft-skills training has been available for a long time, genuine training that goes right down to the individual level and fundamentally influences the individual's point of view is still rare. Developing this area requires an extraordinary moral sense, a sense of connection and a well-developed personality. What do you think about this?

Is being good with people enough to drive change within Procurement? Shifting mindsets, driving transformation and supporting your team to grow and adapt as the Procurement profession evolves can cause plenty of disruption on an organisational and personal level. A natural ability to connect with others is undoubtedly a core skill to bring others along and help them to be part of the change. But to support profound shifts in mindsets and to guide others through a transformative journey, there are many other core elements that need to be present, which can shift good conversations into transformative ones, with coaching ethics and competencies at the heart. Being a great coach involves: ➡️ Upholding ethical standards and boundaries: Protecting the coachee as they work towards a change goal by upholding the highest ethical coaching standards, ensuring confidentiality, and maintaining clear boundaries. This is absolutely key to creating psychological safety and building trust. ➡️ Mindset shifts: Coaching is about actively listening, making observations; not telling someone what to do based on your opinions. It's about influencing and guiding clients to see things through a different lens. This requires a deep understanding of how to shift mindsets effectively and ethically. ➡️ Working to coaching competency frameworks and professional standards: Being a great coach involves upholding professional standards of the coaching profession and working in line with a coaching competency framework. Adhering to these standards through your continuous professional development as a coach not only upholds a responsibility to coaching clients but also enhances the credibility of the coaching profession. ➡️ Empathy and withholding judgment: Effective coaching requires us to recognise and respect each person’s unique journey to where they are now and where they want to go. By developing empathy and withholding judgment, we create a space where clients feel understood and supported to make their desired changes. ➡️ Transformation and Influence: Coaches can have a profound impact on someone’s journey. We guide transformation, influence change, and help clients navigate their challenges. To ensure we remain competent and effective in what we do, focusing on our own development is key. ➡️ Continued development: To be truly impactful as a coach, we must commit to a continuous learning mindset in our own personal and professional development. It’s not just about being good at what we do; it's about being the best we can be for those we support. __________________ I’m Laura, Executive Coach to Procurement and Procurement Coach Trainer using the P.R.O.C.U.R.E® coaching framework. I’m passionate about empowering Procurement professionals to drive change and coaching cultures across orgnisations. Send me a message to find out more about the September cohort.

Do you undertake coaching duties as part of your role? Like any skill, coaching takes time to master - and now and again you need to look under the bonnet to see what needs tweaking. This Coaching Self-Assessment template has been expertly crafted by our Head of HR Consulting, Christopher Mullan, to help facilitate self-reflection, supporting you to recognise your coaching strengths and areas for growth. Check it out here > > > https://lnkd.in/gKCAvxyr #coaching #selfassessment #template 

Coaching skills are crucial for HR professionals, but it's not always easy to make the transition. In my 15+ years of coaching training, I've found that HR staff often struggle with moving to a more coaching approach. They're great at giving guidance and advice, but coaching requires a different set of skills. I've written an article for Legal Island about why coaching skills are so important for HR professionals. In the article, I share some tips to help you get started and a word of caution for those who think they're "natural coaches." Check it out and let me know what you think. https://lnkd.in/eSBaV_y8

🔊BCCT ONE-DAY WORKSHOP: Coaching Skills for HR Professionals In today's dynamic business environment, HR professionals play a crucial role in cultivating a culture of continuous learning and development. Effective coaching is key to driving performance, growth, and engagement within teams. Our one-day workshop, "Coaching Skills for HR Professionals," is tailored to equip HR leaders with essential coaching abilities necessary for success in the modern workplace. Participants will delve into the significance of coaching, learn proven techniques for enhancing both performance and development, and explore methods to establish and nurture a coaching culture within their organisations. 🔑Key Learning Objectives: • Understanding 21st Century Learning and Development: Gain insights into contemporary HR trends supporting ongoing learning initiatives. • Recognising the Impact of Coaching: Appreciate how coaching significantly influences individual and organisational performance. • Mastering Coaching for Performance and Development: Acquire effective coaching techniques to elevate employee performance and foster professional growth. • Creating and Sustaining a Coaching Culture: Explore strategies for cultivating and maintaining a coaching-centric environment in your organisation. • Practising Effective Coaching Conversations: Develop practical skills through role-play and peer feedback to conduct impactful coaching sessions. • Developing a Personalised Action Plan: Create a tailored roadmap for applying coaching skills within your HR role to drive positive organisational change. ✅Secure Your Place Today: • Date: Tuesday 13th August 2024 • Time: 8.30 am - 5.00 pm • Venue: The Berkeley Hotel Pratunam (BTS: Chidlom Exit 4, 1.5 km or 10-15 minute walk) • Cost: THB 5,200 net for BCCT members and THB 10,400 for non-members. The price includes workshop materials, coffee breaks, and lunch. Maximum 20 seats. Book now! • Booking: please email to events@bccthai.com