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NLP and CoachingNLP and Coaching

Face to face / Virtual closed & onsite training. Restaurant lunch included at STL venues.

  • 1 day Instructor-led workshop
Traditional Coaching is a form of intervention which helps a coachee move from one set of thinking to another which better serves them. Incorporating NLP models would enhance and quicken the coaching period within which this change occurs.

The course is one day and therefore can only touch on some of the NLP training techniques appropriate for coaching. The tools and techniques demonstrated by the trainer are for use by the non-professional or unqualified practitioner, such as a general coach, manager or counsellor and can be built safely into a coaching programme. In most cases, change comes quickly, in others, a time period of unconscious understanding might be practicable for the coachee.

Training manual sample

Below are some extracts from our NLP and Coaching manual.

NLP and Coaching

NLP and Coaching: A Dynamic Duo

How Coaching Traditionally Works

Coaching is a powerful process that facilitates personal and professional growth. Here’s how it traditionally works:

  1. Awareness:
    • Coaches challenge clients to examine their thinking patterns, both conscious and unconscious.
    • By questioning beliefs and behaviors, clients gain self-awareness and explore new perspectives.
  2. Clarity:
    • Through coaching, clients define real issues and separate facts from feelings.
    • Clarity emerges as clients focus on specific aspects of their challenges.
  3. Choice:
    • Coaching encourages clients to explore possibilities fearlessly.
    • New neural connections form, promoting fresh ways of thinking and behaving.
  4. Action:

Planning a Route to the Outcome

  1. Setting Clear Goals and Objectives:
    • Collaboratively establish goals with clients.
    • Use the S.M.A.R.T. framework (Specific, Measurable, Achievable, Relevant, Time-bound) for clarity.
  2. Customized Roadmap:
    • Create a logical path forward based on the client’s vision.
    • Align goals with the desired growth and future self.

Following the Plan

  1. Facilitation:
    • Facilitators create safe environments for collaboration.
    • They remain neutral, enabling consensus-building and innovative solutions.
  2. Coaching vs. Teaching:
    • Coaching focuses on process and empowerment.
    • Teaching imparts expertise and advice.

Reviewing Progress Within Feedback/Results

  1. Assessments and Milestones:

The Difference Between Coaching, Consulting, Teaching, and Mentoring

  1. Coaching:
    • Neutral stance; process-oriented.
    • Enables clients to achieve their goals.
    • Focuses on self-directed growth.
  2. Consulting:
    • Provides expertise and answers.
    • Goal-oriented; solution-focused.
  3. Teaching:
    • Imparts knowledge and skills.
    • Teacher-student relationship.
  4. Mentoring:

Uncovering Blind Spots and Arriving at Conclusions

  1. Coaching Questions:
    • Coaches help clients explore blind spots.
    • Powerful questions lead to insights and self-discovery.
  2. Reflective Practice:
    • Clients analyze their experiences and learn from them.
    • Conclusions emerge through reflection.

Equipping the Coachee for Future Planning

  1. Empowerment:
    • Coaches offer skills and tools.
    • Coachees become self-sufficient in planning and decision-making.

 

A Safe Environment for the Coachee

Creating a safe and supportive environment is crucial in coaching. Here’s why:

  1. Trust and Vulnerability:
    • Coachees need to feel safe to open up and share their thoughts, feelings, and challenges.
    • Trust allows for deeper exploration and self-awareness.
  2. Non-Judgmental Atmosphere:
    • Coaches must suspend judgment and create a space where coachees feel accepted.
    • Encourage openness without fear of criticism.

Allowing the Coachee to Find Their Own Solutions

  1. Empowerment:
    • Coaches guide, but coachees actively participate in their growth.
    • Encourage self-discovery and ownership of solutions.
  2. Asking Powerful Questions:
    • Coaches use thought-provoking questions to stimulate coachees’ thinking.
    • Coachees arrive at insights and solutions through their own exploration.

 

Building Trust and Creating a Safe Environment

Trust is the cornerstone of effective coaching. Coaches have a responsibility to create a safe space where coachees feel secure enough to share openly and be vulnerable. Trust allows for deeper exploration and self-awareness. Techniques to build trust include:

  1. Active Listening: Coaches listen attentively without judgment, validating the coachee’s experiences and feelings.
  2. Empathy: Coaches demonstrate understanding and compassion, fostering a supportive environment.
  3. Confidentiality: Coachees need assurance that their discussions remain confidential.
  4. Consistency: Coaches consistently show up, honoring their commitments.

Allowing Coachees to Find Their Own Solutions

Coaching isn’t about providing answers; it’s about empowering coachees to discover their insights and solutions. Key principles:

  1. Questioning: Coaches ask thought-provoking questions that encourage self-reflection.
  2. Self-Discovery: Coachees explore their own thought processes, beliefs, and options.
  3. Ownership: Coachees take responsibility for their growth journey and decisions.

Keeping Coachees Accountable

Accountability ensures progress and commitment. Coaches help coachees stay on track by:

  1. Setting Clear Expectations: Coachees understand their responsibilities and commitments.
  2. Regular Check-Ins: Coaches provide ongoing support and monitor progress.
  3. Feedback: Coaches offer constructive feedback to reinforce positive behaviors and address challenges.

The Role of Feedback

Feedback is a powerful tool in coaching:

  1. Assessing Progress: Coaches use feedback to gauge coachees’ progress toward their goals.
  2. Positive vs. Negative Feedback: Positive feedback reinforces achievements, while constructive feedback guides improvement.
  3. Delivery Matters: Coaches deliver feedback in a supportive, non-judgmental manner.

 

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