Accountability Coaching: beyond teaching the importance of acknowledging and assuming the responsibility for actions, decisions, products and policies, accountability coaching also stresses the importance of establishing clear, transparent account-giving relationships between individuals to improve the performance of any given team and / or corporation.
Behavioural Assessment: this technique involves observing and measuring a person’s behaviour in one or several settings in which that person is experiencing some sort of problem or difficulty. Once the behaviour is properly examined and understood, the coach must assess the factors that are maintaining and reinforcing it, thus perpetuating said problems or difficulties. The ultimate goal of this assessment is to unlock the situation and allow the person to replace the old behaviour with a healthier and more effective approach.
Enneagram: a model of human personality created by P.D. Ouspensky in 1949 as part of his Fourth Way system. As other personality models, the enneagram typologies are used to gain insight into workplace dynamics and achieve a more effective, better organized corporation, and enable personal and professional growth by improving the relationships between different individuals.
GROW Coaching Model: the mnemonic acronym that gives name to this goal setting and problem solving technique, developed in the United Kingdom in the late 80s, stands for Goal, Reality, Obstacles / Options, and Way Forward. The main tasks to do are in a GROW coaching session are: stating the end point, evaluating the starting point, identifying the obstacles that are or will certainly be faced, and the options available to overcome them.
Logical and Neurological Levels: this problem solving model is based in the work of the anthropologist, social scientist and linguist Gregory Bateson, and the experience of neuro-linguistic programmer Robert Dilts. It is devised to help the trainee to open up new perspectives by thinking about the problematic situation from a different point of view. According to this model, the different levels of thought are (from lowest to higher): environment, behaviour, capabilities and skills, beliefs, convictions and values, identity, and spirituality or mission in life.
One-on-One Coaching: a personalized approach to business coaching, usually undertaken by a manager and one of his subordinates as an opportunity to share frustration, ideas and career goals in a private setting. In such meetings the manager or coach is intended to do most of the listening, while the employee or subordinate provides feedback on his or her own performance, and that of the team he or she belongs to.
SMART Goals: a popular goal setting criteria originally created by Peter Drucker, an influential management consultant and author. The acronym contains all ideal characteristics that a goal should have for it to be feasible and more easily accomplished: to be Specific, Measurable, Achievable, Relevant and Time-bound.
Typologies: personality typologies allow to create a sketch of the general traits of a person’s character. By identifying such traits, both the coach and the trainee can gain insight on the problems and potential solutions faced by an individual or an organization. It must be noted that, in a business setting, individuals with different typologies must learn to cooperate and be as efficient as possible together -identifying each one’s typology is a key, essential step to achieve such goal-.