Coaching Model ~ Coach:Kathy Munoz

I am a coach, say it, believe it, and you are.

The Quitting Zone – Research has shown that many people will quit right before they are about to reach their goal. This is due to many reasons: fear of failure, fear of success, or simply the inability to hold the vision of what is possible. This is a very powerful place to coach from as the coach can hold the vision for the client even when they cannot see it for themselves nor believe they can actually reach their goal.
Am I this kind of person?

The Process Model looks like marriage, a job or any kinds of relationship.

A skilled coach is like a master working on a large project. Their real skill is not just in using tools, but in knowing what tool to use at each stage of a process and as each eventually arises.

A participant shared her own experience and Kathy opened the opportunity for others to help her. There was a kind of special dynamic in this teleclass.
We talked about what stage she is? the goal? UACs? Early stage of the journey?
Elizabeth asked a powerful question and I think that wuite useful:
What stop you to pursue your goal? What would you loose?

Effective Feedback ~Coach:Bill Turpin

Sharing ideas means a lot to other participants. If we both got an apple and share with each other, each of us still has one apple; if we both got a thought of our own, we share with each other, and then both of us have 2 thoughts.

1. How would you define “feedback”?
Feedback is an objective describtion of observation that giving forward to the observed, just like mirror back. There are 5 key points about feedback:
 Ask permission: feedback must be welcomed, if doubt, ask.
 Timely: avoild looking back to what being said that may causes defocused or being vague
 Neutral: suspend the judgement, no matter positive or negative, then it enables a coach to give feedback
 Objective: not subject mindset
 Truthful: for the safe environment to accept feedback

2. What’s the difference between opinion and feedback?
Our own opinions belong to ourselves only; no need to pursuade others accepting our opinions. Be aware of they are asking for opinions or feedback. And pay attention to the default switch of giving feedback ot just opinion.
Key difference:
 Feedback: giving a view of clients’ goals and values
 Opinion: giving a view of a coach’s goals and values
Only when a coach knows well the goals and values of clients then would the feeback be effective.