A completely new perspective
About us
Contact Us
3D Action Learning
3D Training
3D Coaching
3D Coaching Supervision
3D Facilitation
3D Juggling
For Clergy
Communication Styles
Getting Your Next Job
New: Bullying
Search 3D Toolbox
Tell a friend
Press
Get our newest ideas free every Monday in 3D Juggling. Sign up here:

'Very insightful feedback, constructive advice and positive guidance - it built me up and gave me confidence' Training Course
Home
*
 •  Peer Coaching Training  •  Train to Facilitate Action Learning Sets  •  How to Not Need Mediation  •  Facts: ICF Core Competencies  •  Stories: Coaching Competencies
 •  1. Meeting Ethical Guidelines  •  2. Establishing The Coaching Agreement  •  3. Trust and Intimacy  •  4 Coaching Presence  •  5. Active Listening  •  6. Powerful Questioning  •  7. Direct Communication  •  8. Creating Awareness  •  9: Designing Actions
2. Establishing The Coaching Agreement
*

A good contract is vital.  This isn't just about whan shall we meet? Where? For how long? What shall we work on?  A good contract in every conversation will mean that it's not the coach's agenda and your colleague is firmly in the driving seat.

  • 3D Juggling 451: Driving On The Motorway
    What he realises he needs is a driving instructor who will go with him, in his car, on the motorway. It's not what the instructor will expect when they receive the phone call. But it's good news for my friend and the instructor. To get that he needs to clearly state what he needs.

  • 3D Juggling 449: Wearing Purple
    Cut the nasty surprises out for those you talk to by both agreeing what hat you are wearing. If you're not sure, ask them!

  • Juggling in 3D 417: Stakeholders
    The danger in a 1-1 conversation in coaching or in a Action learning Set is that the conversation can become exclusively about the client or the presenter. Who are the other stakeholders in what that person is thinking about?

  • Juggling in 3D 401: Power
    The powerfulness of a conversation comes when both parties think they are having the same kind of conversation. Sounds simple. But how often are you affirming and your colleague thinks you are performance managing? Or do you do peer supervision and you think it's one thing and colleagues think it's something else? It doesn't matter what you call your dialogue...