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Exploring Edge Growth | Coaching for Transformation

Coaching for Transformation

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Exploring Edge Growth | Coaching for Transformation | findingedges.wordpress.com Reviews

https://findingedges.wordpress.com

Coaching for Transformation

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1

Improv and Community Building: The Secret Ingredients for Organizational Transformation | Exploring Edge Growth

https://findingedges.wordpress.com/2015/02/11/improv-and-community-building-the-secret-ingredients-for-organizational-transformation

Improv and Community Building: The Secret Ingredients for Organizational Transformation. February 11, 2015. February 12, 2015. But change is constant. Change is a natural thing. Think about babies being born or trees dropping their leaves in the fall. We see change in the rhythms of nature, even the cycles of families, relationships and communities. Focus is a fresh start. The past is made to loosen its grip . . . Change is not enough. This body of work asks more: transformation. Process Work in Coaching.

2

Kelly Fidei | Exploring Edge Growth

https://findingedges.wordpress.com/author/edgelooker

Negative Impacts and Unintended Consequences of Command and Control Leadership. August 28, 2016. September 2, 2016. I recently discovered a great tool for causal loop modelling of systems, called Kumu. It makes it easy to model issues and start to identify intervention levers for that thing a lot of us want – making the world a better place and having a positive impact. Common Leadership Goals and Growth Areas. August 10, 2016. February 21, 2017. 8221; then doing success measurements. Throughout the ...

3

What Improv Offers to Agile Coaching | Exploring Edge Growth

https://findingedges.wordpress.com/2015/01/27/what-improv-offers-to-agile-coaching

What Improv Offers to Agile Coaching. January 27, 2015. January 27, 2015. The town where I live has this wonderful New Year’s celebration every year. The way it works is about 20 churches, banks, libraries, retirement homes open their doors for one night to become equal opportunity public spaces for people to celebrate. One of those spaces was the local Methodist Church. It has these wonderful old wooden balconies and a big stage up front. So a couple of years ago, having survived and loved several impro...

4

Process Work in Coaching | Exploring Edge Growth

https://findingedges.wordpress.com/2015/02/08/process-work-in-coaching

Process Work in Coaching. February 8, 2015. February 12, 2015. I met Annette yesterday for the first time. She came to me as a new coaching client but turned out to be slippery as a snake. Working with her, I suddenly understood why Cindy rolled her eyes the other day. Cindy trains folks in a powerful coaching skill call Process Work. Our conversation came to a close because we ran out of time, not because I had allowed any meaningful work to happen. I stood up to put on my boots it’s winter ri...I felt ...

5

Common Leadership Goals and Growth Areas | Exploring Edge Growth

https://findingedges.wordpress.com/2016/08/10/common-leadership-goals-and-growth-areas

Common Leadership Goals and Growth Areas. August 10, 2016. February 21, 2017. In the leadership program I run and coach in at Paylocity, one of the coaching options I offer leaders a coaching approach called Stakeholder Centered Coaching, based on the work of Marshall Goldsmith. Both leaders and executives like it because it brings measurable, visible growth through participants choosing tangible behavioral leadership goals, then asking their colleagues, “How am I doing? In sticking to their monthly rout...

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Exploring Edge Growth | Coaching for Transformation

Negative Impacts and Unintended Consequences of Command and Control Leadership. August 28, 2016. September 2, 2016. I recently discovered a great tool for causal loop modelling of systems, called Kumu. It makes it easy to model issues and start to identify intervention levers for that thing a lot of us want – making the world a better place and having a positive impact. Common Leadership Goals and Growth Areas. August 10, 2016. It brings measurable, visible growth through participants choosing one to two...

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