Please take 1 min to rate this podcast ! It will mean a HUGE deal to me. www.ratethispodcast.com/intellicoach How many people can you interact with at the same time without burning out? Turns out, there is a suggested answer for that: It's roughly 150! This is the so-called 'Dunbar' number (after an anthropologist with the same name). It tells us how many relationships most of us are able to maintain at one time. For me, this also offers a different insight: that CARE and ATTENTION are limited resources. Technology, automation and mass-customisation are NOT the way out. This just tries to scale and reduce effort from something that NEEDS effort to work in the first place. If you feel genuine CARE by something, it is because they give you the most valuable thing they have: their attention and time. Funny enough, a few years ago, I started to maintain my own 'Dunbar list'. It has not reached 150 yet! I love working through this list many times a year. I do it this week again and I enjoy it so much. How many people are on YOUR Dunbar list? Happy Holiday everyone!! Connect with us: -------------------------- Subscribe to our Newsletter: https://www.intellicoach.com/blog Get updated with our Podcast: https://www.intellicoach.com/podcast Follow us on Twitter: www.twitter.com/intellicoach Follow us on LinkedIn: www.linkedin.com/company/intellicoach IntelliCoach on Facebook: www.facebook.com/intellicoach IntelliCoach on Instagram: www.instagram.com/intellicoach

Please take 1 min to rate this podcast ! It will mean a HUGE deal to me. www.ratethispodcast.com/intellicoach What is a SOFT skill? Something that's optional? Something you stop when you have to prioritise? Wrong. This is super outdated framing that prevents long-term growth. Very likely, you made (or are making!) your first big career steps because of what you know. You are an SME (Subject Matter Expert) and you are great at GIVING ANSWERS. When you become a LEADER, this has to shift. Otherwise, your impact will be short and negative. Now, your success depends on HAVING GREAT QUESTIONS, to help OTHERS have great answers. In this episode, I argue that coaching is not a SOFT skill, but one of the core FUNCTIONAL skills of a Leader that are crucial for them to get their job done. It's a super important message that I won't get tired to spread. Enjoy the episode! Connect with us: -------------------------- Subscribe to our Newsletter: https://www.intellicoach.com/blog Get updated with our Podcast: https://www.intellicoach.com/podcast Follow us on Twitter: www.twitter.com/intellicoach Follow us on LinkedIn: www.linkedin.com/company/intellicoach IntelliCoach on Facebook: www.facebook.com/intellicoach IntelliCoach on Instagram: www.instagram.com/intellicoach

Please take 1 min to rate this podcast ! It will mean a HUGE deal to me. www.ratethispodcast.com/intellicoach Can you coach your own direct report? I am here to tell you that this question is much trickier to answer than you might think. There are a lot of pitfalls connected to it, but there are also big promises. Imagine you received some training on coaching skills through a course in your company. It likely included a lot of interesting techniques how to help your team members build own resources and strengths to solve their problems with more autonomy. You may now wonder: can I just go into 1:1s and switch my style to run my 1:1s exactly like a coach does? Well, not so fast! Is it actually possible to coach your own team member effectively? SHOULD you coach them in the first place? There is BIG roadblock in all this: the fact that you are in a position of power over the person you are trying to coach. And this is a fundamental contradiction to the role of a coach, who is supposed to be a neutral safe partner to their coachee. However, I am here to tell you that this no reason to give up. Quite the opposite! In this podcast episode, I go deeper into this contradiction and share with you a few ways how we can use our learned coaching skills very effectively with team members, DESPITE the power distance! 'Hear' you in the episode!

Please take 1 min to rate this podcast ! It will mean a HUGE deal to me. www.ratethispodcast.com/intellicoach Today's podcast episode is different. It is short and personal and about a tough lesson that I learned over the last weeks...about the value and impact of direct and caring feedback! It's a lesson of a different kind, but absolutely applicable and transferable. I will continue with regular content in 2 weeks! Hear you soon...there's lots of interesting things coming up! Connect with us: -------------------------- Subscribe to our Newsletter: https://www.intellicoach.com/blog Get updated with our Podcast: https://www.intellicoach.com/podcast Follow us on Twitter: www.twitter.com/intellicoach Follow us on LinkedIn: www.linkedin.com/company/intellicoach IntelliCoach on Facebook: www.facebook.com/intellicoach IntelliCoach on Instagram: www.instagram.com/intellicoach

Please take 1 min to rate this podcast ! It will mean a HUGE deal to me. www.ratethispodcast.com/intellicoach Imagine someone approaches you with an idea and before they even finished, your intuition says it's not workable or even dumb. Saying "This will never work. Forget it!" may be factually correct, but there are better ways to express this that are not such a smack in the face! Why is it not such a good idea to communicate this way? It's a damning judgment. The statement also conveys somewhat 'I know the truth here and you don't.' Depending on who you talk to, this may be enough to trigger a verbal fight. In this episode, I will share 4 ways how to do this differently. They don't compromise on the message, but are less likely to trigger people.

• Stay with yourself
• Accept the other person's view as their reality.
• Understand why something is true for the other person.
• Differentiate opinion vs fact

Once you put these in place, you have a much higher chance to keep dialogue productive and not adversarial! Listen to the episode for all the details and examples! Connect with us: -------------------------- Subscribe to our Newsletter: https://www.intellicoach.com/blog Get updated with our Podcast: https://www.intellicoach.com/podcast Follow us on Twitter: www.twitter.com/intellicoach Follow us on LinkedIn: www.linkedin.com/company/intellicoach IntelliCoach on Facebook: www.facebook.com/intellicoach IntelliCoach on Instagram: www.instagram.com/intellicoach

Please take 1 min to rate this podcast ! It will mean a HUGE deal to me. www.ratethispodcast.com/intellicoach It's surprisingly simple and easy to shut productive dialogue down. Here are 5 common ways that are easy to recognise and that we all should get under control! Why do I speak of 'dialogue'? It emphasizes a very partnering way of interacting, a style that is a natural result of acting in a more coach-like way! In this episode, I will speak about these 5 common killers of productive dialogue:

• Bad intention
• Fixed mindset towards others
• Judgment
• Lack of Care
• Poor Listening

Interestingly, these 5 killers correspond to skills and I will outline this in the episode. Enjoy listening! Connect with us: -------------------------- Subscribe to our Newsletter: https://www.intellicoach.com/blog Get updated with our Podcast: https://www.intellicoach.com/podcast Follow us on Twitter: www.twitter.com/intellicoach Follow us on LinkedIn: www.linkedin.com/company/intellicoach IntelliCoach on Facebook: www.facebook.com/intellicoach IntelliCoach on Instagram: www.instagram.com/intellicoach

Please take 1 min to rate this podcast ! It will mean a HUGE deal to me. www.ratethispodcast.com/intellicoach When Leaders say 'I have no time to coach', I ask back: 'Do you have time to manage the impacts of high turnover then?" In this episode, I share how a coach-like style impacts retention! Employees want to feel that their Manager cares and sees them as a real person. It's basic, yet it is absent for so many people in their daily work routine. A coach-like Leadership styles creates care and genuine interest by design. It makes people feel valued, understood, listened to. Coaching is by no means 'soft'. Quite the contrary. Coach-like leaders address what needs to be addressed with appropriate directness AND care. Why does a coach-like Leader achieve more retention?

• They are skilled at identifying and addressing individual challenges that employees have that are not related to functional training
• They ask genuine questions about the person and not just the work that the person does. They build a relationship of candor and trust.
• A coach-like leader will also make explicit agreements with their team member how their work helps them progress towards their own career goals.

It's not easy to pull off, but it's completely worth it. Care, connection and directness builds relationships that last. All it requires is a bit of time investment, the skills of asking questions AND a genuine interest in people. Can you pull it off? Connect with us: -------------------------- Subscribe to our Newsletter: https://www.intellicoach.com/blog Get updated with our Podcast: https://www.intellicoach.com/podcast Follow us on Twitter: www.twitter.com/intellicoach Follow us on LinkedIn: www.linkedin.com/company/intellicoach IntelliCoach on Facebook: www.facebook.com/intellicoach IntelliCoach on Instagram: www.instagram.com/intellicoach

Please take 1 min to rate this podcast ! It will mean a HUGE deal to me. www.ratethispodcast.com/intellicoach How do we know that coaching is actually worth it? After all, it's costly: there is time and often also financial investment. Today, I share a way how we can make measuring effects easier! I actually use the thinking model that I introduce in this episode with pretty much any individual and corporate coaching and/or training client. It's powerful and it helps structure ideas! It's based on 5 levels of results:

• Preference Needs: At this level we measure surface-level reactions and immediate post-session impressions. Think of smile sheets.
• Learning Needs: This level is about measuring how an intervention improved understanding, comprehension and knowledge in a field. Think of spaced of 'before' and 'after' surveys.
• Performance Needs: This level is about the expected change in actual behavior. We focus on how people do things differently. Think of observations.
• Business Needs: Organisations (and individuals) chase goals. At this evaluation level, we work to establish how the intervention improved actual business KPIs, such as retention, productivity.
• Payoff Needs: Any organisation wants to make sure that there is a Return On Investment. With a bit of work, this can be established!

In the episode, I share examples for all 5 levels, based on a realistic scenario. My take? Coaching effectiveness can absolutely be measured; it just takes a bit of intentional work to set it up! Enjoy the episode! References:

• Kirckpatrick Training evaluation model: https://www.kirkpatrickpartners.com/the-kirkpatrick-model/
• Book: Measuring the Success of Coaching: A Step-by-Step Guide for Measuring Impact and Calculating ROI https://www.amazon.com/Measuring-Success-Coaching-Step-Step/dp/1562868233

Connect with us: -------------------------- Subscribe to our Newsletter: https://www.intellicoach.com/blog Get updated with our Podcast: https://www.intellicoach.com/podcast Follow us on Twitter: www.twitter.com/intellicoach Follow us on LinkedIn: www.linkedin.com/company/intellicoach IntelliCoach on Facebook: www.facebook.com/intellicoach IntelliCoach on Instagram: www.instagram.com/intellicoach

Please take 1 min to rate this podcast ! It will mean a HUGE deal to me. www.ratethispodcast.com/intellicoach Here's a small riddle: What's the best use-case for professional-level coaching? Is it to help a person who performs poorly and is on their way out of the company? Or is it when you coach someone who already performs well and wants to take their performance to an even higher level? The answer might surprise you! Coaching is often introduced when someone is lacking in performance. It's a frequent scenario that I encounter. It is popular. However, it is not the most powerful way to use the coaching process. Why? When someone is performing poorly and external help is brought in, there is often an environment of lower trust. And for coaching to work, it requires significant trust. On the other hand, there is the scenario of coaching someone who performs well and wants to overcome an obstacle to achieving their next level. This is the gold standard for coaching. In this episode, I will explore both sides and give a few tips and reflections how to manage such scenarios! Connect with us: -------------------------- Subscribe to our Newsletter: https://www.intellicoach.com/blog Get updated with our Podcast: https://www.intellicoach.com/podcast Follow us on Twitter: www.twitter.com/intellicoach Follow us on LinkedIn: www.linkedin.com/company/intellicoach IntelliCoach on Facebook: www.facebook.com/intellicoach IntelliCoach on Instagram: www.instagram.com/intellicoach

Please take 1 min to rate this podcast ! It will mean a HUGE deal to me. www.ratethispodcast.com/intellicoach Imagine you had a bad 2 quarters at work where you struggled to make your numbers. You have your half-yearly review conversation with your boss and they say: "well, that did not go so well. We know you are far behind your numbers. I think we should get you some coaching support." When coaching is introduced THIS way, it contributes to a common stigma: Coaching is a tool fix someone who is 'broken'. Let's use this episode to clear up why that is mostly ineffective and even potentially harmful! I will talk about some red flags that typically accompany situations like this:

• The coaching sponsor wants to fix someone elses' behaviors
• The coaching sponsor has never been coached before
• The coaching sponsor also cannot imagine being coached, i.e. sees no reason.

This is important as it will have a strong effect on coaching as an intervention! Connect with us: -------------------------- Subscribe to our Newsletter: https://www.intellicoach.com/blog Get updated with our Podcast: https://www.intellicoach.com/podcast Follow us on Twitter: www.twitter.com/intellicoach Follow us on LinkedIn: www.linkedin.com/company/intellicoach IntelliCoach on Facebook: www.facebook.com/intellicoach IntelliCoach on Instagram: www.instagram.com/intellicoach