On February 27, an article by Karie Willyerd was published on the Harvard Business Review. She talks about how millennials in todays workforce long for their manager’s feedback on a more regular, more specifically, monthly basis.
They long to be engaged and inspired by being around great people who are authentic.
HERE’s the good read on how coaching can help bring your organization to the next level.
Have you ever thought of the distinction and purpose of coaching at the workplace?
Many clients that I have approached seem to have this expectation that coaching is the solution for ALL and it is where you drive people to performance. This is not entirely false – for conventional coaching methods. Coaching is a technique with which the coach drives a coachee to achieve peak performance. The next questions is – is that change SUSTAINABLE?
At Mindpower, we adopt a wholistic approach to coaching – and the method is called The Meta Coaching System. It is an in-depth methodology that wins the “inner game”, that leads to peak performance on the “outer game”.
Lets take a quick overview of what meta-coaching is.
The above shows the 8 models of meta-coaching. How do all of the models fit together?
Since coaching is essentially a conversation, all of the Meta-Coaching models came together to detail the communication process.
- NLP Communication establishes the basis and essential features of communication.
- Meta-States deepens the communication by getting to the meta-framework of it.
- Meta-Programs identifies the solidified meta-states that are now the person’s perceptual filters.
- Matrix describes the communication processes in terms of the system loops as information enters and energy exits the mind-body system.
- Axes of Change uses the mechanisms of communication change.
- Benchmarking connects conceptual communication of meaning to behavioral expressions so the communication transfers from mind to action which we can then measure.
- Self-Actualization Quadrants weds meaning and performance into a synergy that integrates both so it optimally flourishes.
- Facilitation weds the compassion with challenge synergy to enable all of the operational functions in the communication process.
Referenced from Meta-Coach Reflections #19 – by L. Michael Hall, PhD
These 8 models are used by the meta coach to identify the 8 things that coaching is – and the models that address those operations of coaching.
In the next article, we will be sharing about how these models fit into the coaching conversations we spoke about in our earlier article. If you have not read it, you can do so HERE. We will also be sharing more on additional types of coaching conversations in that process.
Write in to us at email@example.com to learn more about what we do.
by Roy Tan
Are you encountering challenges in retaining skilled talents? Do you find your workforce getting restless after 3-6months on the job?
Of the clients that I have met lately, 80-85% have shared signs that they are in dire need of talent retention and succession planning.
The new generation of workforce now joins an organization not only because of the benefits, but the main reason is being able to add and see more value through what they do. Because we are in the digital age, leaders now need to take on multiple roles in the organization; what not with the new Y-generation and millennials coming into the organization. Leaders now not only need to manage and anticipate strategic changes, but also play a coaching role to build a collective performing workforce – and this is where the power of meta coaching fits in.
Here is the Meaning-Performance Axes:
When people take on new roles or tasks, they begin with high desire, drive and enthusiasm, wanting to learn and know more. However, they most like are unable to perform, thus being high on the meaning and low in performance.
Now, after a certain period of time, they begin to develop the skills and competencies in their tasks and roles – where they have high meaning to what they do, and being able to perform at their peak. This is when they are at their best – having the drive, productiveness, accountability, motivation and self actualised.
However, being in the same role or task for too long a time, they begin to drop in drive and motivation – but still being able to perform – even with both eyes closed! Here, they become, what I like to call “zombies”. They struggle to get out of bed to go to work, get the job done, and procrastinate on potential improvement and growth activities.
So, what meta coaching does, is we help bridge the gap between meaning and performance – helping the person self actualize – to bring more meaning to what they do, or to bring more performance to their meaning.
This is a never ending cycle – because all humans need growth and development!
Would you like to know how we do it as meta coaches? =)
We must first win the inner game.
How? You can talk to me at firstname.lastname@example.org.
Signature program: THE ABC’S OF COACHING