Becoming a Coaching Client (Coachee)

The needed mindset of a successful coachee relies on 5 factors:

1. Openness to new experience.

2. Commitment to self-work.

3. Deep thinking for resolution.

4. Ability to deal with moments of discomfort.

5. A strong motivation to become more successful.

Becoming a first time coaching client is a new experience that from a distance can be intimidating and seem to be an uncomfortable venture that is less than desirable.

The coaching experience is quite the opposite and clients who have taken this venture usually retain a coach to assist their development concerning multiple issues throughout life.

The coaching engagement begins with a consultation between coach and potential client to understand situations, concerns, desires, goals, and to answer specific questions. Furthermore, the ground rules (i.e. meeting times, confidentiality, etc.) for the coaching engagement are discussed and agreed upon.

Following the initial consultation, a customized engagement is created for each individual coaching client with a focus on actionable goals, strategy creation, and actualizing achievement.

Not all coaching is created equal and finding the ideal coach who fits with your mission and life values is essential for enhanced overall success.

The coach-coachee relationship is a partnership that has a joint agreement to reach desired outcomes or goals. The coachee is required to commit to the hard work needed to implement and sustain positive change in life.

The coachee controls the information within the coaching relationship and the coach drives the pace and directional focus which is in the best interest of the coachee.

Trust and confidentiality is achieved and maintained by the coach throughout the engagement to enable the coachee to obtain a deeper understand of self, situation, and process that limit or enhance performance.

Coaching is about raising awareness and maximizing strengths within situations that maximize results and overall satisfaction. Avoiding problems and acknowledging behaviors are silent or lesser known enhancements that provide substantial benefits in most future situations.

"WeI’m Keith Lawrence Miller and I approve this message.   We provide Certified Professional Action-based Coaching and Consultation services to Maximize Opportunity through Innovative Communication and Goal Setting by using Strategy in Executive Leadership coaching, Business Coaching, Career Coaching, and Life Coaching.  Optimize your Strengths and Achieve Success in Less Time with a clear-minded motivated Focus – Visit: http://EliteProCoach.com for more information.

25 Most Common Interview Questions

Are you preparing for the interview of your life?  

The following questions will prepare you to handle the interview with class and style.  Answer each question to the best of your ability and review the document when you’re done.  Search for inconsistencies or vague answers and correct where necessary.  Put yourself in the interviewer’s position and try to gauge what their impression would be of your response.  This exercise will inoculate you to the new experience and enable you to avoid unnecessary mistakes or the dreaded, “I wish I would have said that differently” next day thinking. At first impression, you might think this is a waste of time or you don’t have the time to do this, but this type of exercise is what separates those who get the job offer and those who have more time to do other things.

What are you looking for ideally in a job?

Tell me about how you got to where you are.

We have a number of very talented applicants for this position. Why should we select you?

Tell me a little bit about yourself.

In what area do you feel you need personal and professional development?

Why did you major in X?

Why are you leaving X company?

Tell me about a specific project you recently worked on.

If I talked to your manager, what would that person tell me about you?

What interest you about this job at this company?

What did you learn from one of the projects that you worked on that failed?

If
you could recreate one cultural aspect from a previous employer and bring it here, what would it be?

Describe your “wow factor” to me.

Have you acquired a reputation for anything in your work?

What competencies would you like us to help you develop?

What leader do you admire most? Why? What have you learned from that person?

What have you accomplishments been in your current role?

What are your career aspirations in both the short term and the long term?

What influenced you to pursue a career in your particular area of expertise?

Why is this position your next right move?

Tell me about the qualifications and experiences/ skills you can bring to this organization that will add value.

Why did you go to X College?

What is motivating you to consider another position?

Explain to me a situation in which your business and personal ethics were challenged. Describe how you responded to it.

Describe your leadership style.

Questions above are the 25 most commonly used questions by Fortune 500 companies during the interview process and the questions were extracted from “Get the Interview Every Time” by Brenda Greene

  I’m Keith Lawrence Miller and I approve this message.   We provide Certified Professional Action-based Coaching and Consultation services to Maximize Opportunity through Innovative Communication and Goal Setting by using Strategy in Executive Leadership coaching, Business Coaching, Career Coaching, and Life Coaching.  Optimize your Strengths and Achieve Success in Less Time with a clear-minded motivated Focus – Visit: http://EliteProCoach.com for more information…

Ladder of Inference – Creating Effective Communication in Organizations

The Ladder of Inference was created by Chris Argyris and Donald Schon in 1974 and has been used to accurately diagnose human interactions. The Ladder of Inference concerns human interaction and every step of the ladder creates additional distortion regarding the situation derived from misguided beliefs and misunderstandings.  Inferences are learned information concerning the behaviors of others derived from previous interactions with the people in question or people who we feel are similar to the target audience.

The Ladder of Inference has seven rungs that begin with data and observable behavior concerning the immediate experience. The second step includes perceived data derived from the interaction that starts communication distortion because our input is fallible. We need to become aware at this initial step of our input in order to avoid miscommunication but the unconscious process happens spontaneously and is difficult to control without deliberate practice.  Step two incorporates the added cultural and personal beliefs associated with the communication topic.

Step three concerns the assumptions based on the added information and how we make sense of the situation using the real data and the self-created data.  The self-created data interferes with clear communication because the two or more parties are not privy to the equal information that is being used to dissect the interactive communication.  Step four is an interpretive development where communication is combined with personal assumptions that impose meanings that might not be accurate or true.

Step five brings all previous information together to form a final conclusion about the interactive situation which lends its findings to step six where new beliefs about the world are formed.  These new beliefs or inferences are then applied to future situations or interactions that concern communication.  This decisional area transforms information into long-term memory and creates a concrete view formed by this unconscious process. The seventh and final step concerns taking action based on the newly formed beliefs about the world and social interactions.

We all use the Ladder of Inference to form our beliefs about the world and take action based on these beliefs.  The process happens unconsciously and happens at different rates of speed for different people.  Usually, the pace up the ladder is instantaneous and we need to become fully aware of the inputs that are going into forming our final concrete beliefs in order to accurately assess the situation and the world around us.

Understanding the Ladder of Inference reduces conflict – aids in a mutual understanding concerning social points of view.  The ladder of inference identifies the human unconscious ability to immediately loop information up the progressive ladder to reach conclusions based on the perceived information concerning the people involved. This model is based on cognitive shortcuts concerning behaviors, traits, awareness, knowledge, and beliefs that concern the interpretation of the surrounding world. A manager needs to be aware of the steps in the Ladder of Inference in order to effectively communicate and understand co-workers which would enable correct action under stressful circumstances.  Part of becoming self-aware is centered in guiding others to understand their Ladder of Inference using powerful questions concerning behaviors, beliefs about other people, and the situation.  The benefit of using this model to operate is based on putting the effort in the front end to reduce problems and communication conflict on the back-end which promotes better work production and the savings of time exponentially increases with effective communication derived from the use and internal understanding of the Ladder of Inference model.

Awareness concerning the Ladder of Inference in Career coaching positively impacts social intelligence in the workplace for leadership, management, and high potential associates.  Communication in the workplace is always in need of constant repair because of our internal processes.  Companies today are searching for the top percentage of the workforce to work for their company and communication becomes increasingly distorted when everyone is talking and no one is listening.  High achievers have become successful because of constant input and proactive abilities – when you only have a certain type of person forming workgroups then the heterogeneity creates team cohesion. Work style diversity is needed within workgroups to create greater cohesion because the abilities need to mesh in a similar fashion to a lock and key.  The distributed energies need to work off one another and increase group momentum to meet goals and the Ladder of Inference aids awareness when dealing with this critical type of communication concerning workgroups which ultimately is the life blood of the organization.

"WeI’m Keith Lawrence Miller and I approve this message.   We provide Certified Professional Action-based Leadership Development, Executive Coaching Solutions and Consultation services to Maximize Leadership abilities through Innovative Communication, Goal Setting, and behavioral change. Providing customized solutions everyday.

Visit: http://EliteProCoach.com for more information concerning our 30 minute coaching consultation for identifying coach/client fit followed by a no-commitment week-long  trial coaching engagement followed by a satisfaction guarantee of “We don’t get paid unless you get results” – Our engagement lasts 6-12 months for select clients and we charge a 10% fee based on our client’s one year employment salary.

The Million Dollar Coaching Company | 855-697-7626 | Support@EliteProCoach.com | Contact us for a complimentary 30 Minute Coaching Consultation

Call 855 My-Pro-Coach | Skype 718-717-2820

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